2022 has been a year of many great DEIB improvements, and today, Mogul is celebrating companies that have inclusive benefits as part of their DEIB strategy.
On this list, we have included the information these companies have shared with us on their inclusive benefits so that we can all be inspired by the strides being made towards more inclusive, equitable, and diverse workplaces.
The practice of embedding DEIB in our workplaces is an ongoing one. Mogul helps companies like these make their teams more diverse through our talent sourcing solutions and our regular DEIB events for our community of diverse professionals.
AB InBev is the world's leading brewer. AB InBev is always looking to serve up new ways to meet life’s moments, dream big to move the industry forward and make a meaningful impact in the world. AB InBev is committed to building a future that everyone can celebrate, and everyone can share.
About our inclusive benefits:
A Future With More Cheers is one where everyone belongs - where we can all be our true, authentic selves at home, at work, or in our communities. As AB InBev, we’re in the business of meaningful moments of connection. Inclusion is the essence of our category, and we have a unique role to play in bringing people from diverse backgrounds together. We play a unique role in building bridges to greater empathy and inclusion across differences and we believe that an inclusive future starts with us. It starts with strengthening our own culture of belonging.
AB InBev has roughly 169,000 colleagues in more than 50 countries and is driven by our purpose: We Dream Big to Create a Future with More Cheers. One of the ways we’re living this purpose is through our inclusive benefits strategies, policies, programs, and initiatives around the world.
As a result of a collaborative and cross-functional benefits approach, including global and local HR, DEI and ESG teams, we developed a menu of inclusive benefits initiatives with the shared goal of empowering our people and enhancing their wellbeing.
In 2018 we introduced a Global Parental Leave Policy, which offers 16 weeks of paid leave for primary caregivers and 2 weeks for secondary caregivers. This policy is inclusive of all genders and types of families. It aims to support our colleagues when becoming parents, whether the child is welcomed by birth or through adoption or surrogacy.
In Europe, AB InBev introduced an enhanced parental leave policy for its colleagues, providing all primary caregivers with a paid leave increase from 16 to 26 weeks and all secondary caregivers with a doubled paid leave, increasing it from 2 to 4 weeks.
Moreover, in order to help returning parents stay connected and offer more flexibility when transitioning back to work, in Europe we also implemented an enhanced ‘Return to Work’ program which offers a special ramp-on period (8 weeks) for employees, including 100% of payment for 75% of working time, to better adapt in the new life experience.
In order to support victims of domestic violence and provide support for the well-being of our colleagues, we also launched a Global Domestic Violence Leave Policy. This policy enables our colleagues to confidentially speak up and seek support when experiencing or recovering from domestic violence by providing support where possible, such as temporary adjustments to work tasks, flexible working hours, up to 10 days of paid leave and referrals to specialists and counseling.
In Canada, Labatt offers transgender colleagues a gender affirmation benefit, and in 2022 a family-forming benefit was introduced to provide partial coverage for fertility, surrogacy and adoption costs. The brewer also offers a four-week return-to-work policy for caregivers returning after parental leave.
In Brazil, Ambev has launched an initiative under the title ‘Call Me By My Name’, to offer transgender colleagues legal and financial support in changing their names.
Similarly, in Colombia, Bavaria has a Gender Transition Policy. As part of the policy, Bavaria provides psychological support, as well as access to legal advice on issues associated with documentation change processes, so that the person is recognized with the expected identity.
In Mexico, our brand Grupo Modelo supports our parents and their families by covering 85% of day-care costs for the first three years of the employee’s child.
In Argentina, our brand Quilmes has established a child-care reimbursement initiative for both primary and secondary caregivers for the first two years of the employee’s child, as well as a ramp-on program that provides employees with the option to work from home or opt for a soft-landing process for the first 12 months of the employee’s child.
These benefits were introduced in order to create a more inclusive workplace, supporting all colleagues in belonging – and thriving. Through continually reviewing all these initiatives, we are committed to bringing transformational change to our people and their families.
AB InBev’s culture is based on a long-standing belief in dreaming big. And in that context our ambition has shown no bounds. We have taken on new challenges, and we are striving to create a future that everyone can celebrate, and everyone can share. With this team, AB InBev is ready to help move our industry forward and make an even more meaningful impact in the world.
Cheers to an inclusive future.
Cheers to an empowered future.
Cheers to an equitable future.
Abl believes the time has come to systematically modernize school scheduling and operations to strategically remove barriers to postsecondary success. Abl works with districts of all sizes across the United States to provide software and services that lead the operational evolution – turning scheduling, resource allocation, and academic programming into a strategic tool for transformation. Through partnership with Abl, districts gain the ability to analyze, visualize, and change the trajectory for postsecondary success with proactive and real-time strategies, providing more equitable academic acceleration and career and college preparation.
About our inclusive benefits:
At Abl we believe that in order to provide the best products and partnerships to our customers we must ensure our employees are taken care of first. Work-life-balance is an important aspect of our culture and it starts with giving employees an unlimited PTO policy that its checked to ensure employees are actually taking time off. On the regular, our employees can excuse themselves throughout the day to take care of family responsibilities, take care of their health, and take care other urgencies that come about.
Other work-life-balance perks include a remote first policy with opportunities for employees to meet in person throughout the years through a series of work weeks and retreats. This also includes a home office setup budget for employees to make their workspace their own. We also reimburse our employees their home internet bill as another way of saying thanks.
One of our employee's favorite perks if something we call Enablement time, this is time during the week where employees can go heads down for a few hours without interruptions like meetings which enables employees to focus on independent work. Additionally employees are able to take off early on Fridays to enjoy their weekends earlier.
Health and wellness are also a very important aspect of our benefit offerings. Aside form the standard health insurance options, some of which are 100% subsidized by Abl, the company also provides $1,000 towards their Health Savings Accounts. Parenthood is an important part of life, and as such Abl provides 16 weeks of parental leave, 8 of which are fully paid. Additionally we provide $1,500 for parents who wish to adopt.
Arcadis is the leading global Design & Engineering Consultancy for natural and built assets. Applying our deep market sector insights and collective design, consultancy, engineering, project and management services we work in partnership with our clients to deliver exceptional and sustainable outcomes throughout the lifecycle of their natural and built assets. We are 28,000 people, active in over 70 countries that generate €3.5 billion in revenues. We support UN-Habitat with knowledge and expertise to improve the quality of life in rapidly growing cities around the world.
From climate change to rapid urbanization, our world is a more complex place.
Whether it is maximizing space in cities or making wasteland habitable, we deliver exceptional and sustainable outcomes for our clients. Our people work collaboratively to create value through built and natural assets that work in harmony with their surroundings – from shopping centers in Shanghai to new rail systems in Doha and reducing air pollution in Los Angeles.
Arcadis. Improving quality of life.
About our inclusive benefits:
We believe that true inclusion is more than just having a diverse workforce, it’s about creating an environment of equality and respect so that every person has the opportunity to voice their opinions without feeling judged. What does that mean for you?
As an Arcadian, you’ll join an environment where every employee is treated fairly, with respect, and receives equal opportunities as they build their career with us, allowing you to perform at your very best. Our leaders cast a long shadow, but the power and responsibility to be the change we want to see lies with every Arcadian. It’s about becoming part of something bigger than ourselves yet being appreciated for who we are as individuals and all of the unique things that we can contribute to Arcadis. So, join us as we pave our way to a new inclusive era.
Benco Dental is the nation's largest independent distributor of oral healthcare technology and supplies. Benco is Driving Dentistry Forward® with innovative solutions and a caring family culture. The company’s industry firsts include Painless® electronic ordering, automated supply management, BluChip® customer loyalty rewards, CenterPoint design/equipment superstores and OneVisit open architecture CAD/CAM. Independent since 1930, Benco’s over 1,400 dedicated associates serve customers at locations nationwide including 400+ sales representatives and 300+ factory-trained service technicians.
As a family-owned enterprise, Benco has the luxury of thinking in decades, not quarters. Benco's long-term focus has enabled the company to become America’s most innovative dental distributor, with every innovation designed for a world-class customer service.
About our inclusive benefits:
Benco is proud to be an equal opportunity employer. We promote a diverse and inclusive workplace through our robust benefit offerings and our progressive workplace resources. This is important in our hiring practices and carries through the associate lifecycle.
When you join the Benco Family, you commit to giving your best effort every day- we start by looking for this characteristic. Beyond education and prior job experience, we expect prospective associates to be consistently effective at their job and focused on a high caliber of quality. Key characteristics include:
• Integrity-earns trust and respect of co-workers through their actions
• Resourcefulness-creatively finds ways to solve problems
• Self-Awareness-understands personal strengths & weaknesses
• Team Player-does what is best for the company
• Customer Service Focus- external & internal
• Curiosity-continuously questions and learns
We also look to our values: We earn & cherish our sterling reputation every day. We assume positive intent, always. We empower great people to do great work. We give back to the communities & families we serve. We begin each initiative by asking, 'what does the customer want?' & we improve each process by asking 'why' again and again. And.....we smile!
Attracting the best people is the first step of Benco’s Talent Management Process. Our most valuable asset is the team of associates who work to delight our customers daily. We embrace the diversity of our associates and believe it is a major factor in Benco’s success. As a result, Benco Dental is committed to maintaining a consistent policy of nondiscrimination in the employment and treatment of associates. It is our policy not to discriminate against any associate or applicant for employment because of actual or perceived race, color, creed, religion, ancestry, citizenship, national origin, age, sex, sexual orientation, gender identity or expression, non-job-related handicap/disability, genetic information, marital status, familial status, veteran status, or any other status protected by federal, state or local law, with respect to hiring, promotion, demotion, transfer, termination, rates of pay, or other forms of compensation and/or selection for training.
Our recruiting team continues to expand its applicant reach to maintain a full and diverse candidate pool. Diversity hiring and advancement practices include:
• Implementing SeekOut, a talent strategy platform with diversity and AI software
• Posting on diversity jobs career platforms
• Expanding job fair participation to include colleges and sales school programs, minority groups, local career fairs, and virtual job fairs
• Partnering with the Forge Internship Program to create a diverse pipeline and new outreach to vocational/trade schools
• 50+ organizational outreaches/month (state agencies, colleges, DEI groups, etc.)
• Military Appreciation campaign, internally and externally, to support our vets and attract candidates from the military
• Building relationships with groups that support military veterans and women in business;
• Spring & Summer Internship Programs across all business units (except Operations and BCE), hiring a total of 50+ interns
• Reviewing job postings to remove bias words (gender neutral, disability, more inclusive, etc.) and appeal to today’s job seeker (all inclusive)
• Using key word optimization to research and analyze the best keywords to target and drive traffic to our postings
Benco has an ‘at home working’ model resulting in a shift of our demographics, allowing us to attract and recruit new hires from all over the United States. With this transition to at home working we shifted our onboarding and training process to be ‘for all’ regardless of location or proximity to the home office. Our onboarding model, while continuously evolving to meet the ever-changing needs of our associates, offers a unique and comprehensive welcome package to our newly hired associates. Onboarding includes a team welcome gift consisting of Benco branded swag. In addition, the other parts of the welcome package include a Benco Difference booklet, orientation, and culture connections. The orientation consists of several videos including the history of Benco, a day in the life video in our warehouse, virtual CenterPoint (home office) tours, and meet the Benco leadership introductions. In addition to the videos, there are interactive modules and personal instruction that review key systems, processes, and culture overviews.
After 45 -days on board, we gather new associates for New Hire Culture Connections. These bring together recent new hire classes to share experiences, ask questions, and make suggestions. The goal is to make improvements to the onboarding process for all associates and create a connection to other new hires. We continuously strive to support our diverse associates with spotlight women in business spotlights, project success highlights, monthly religious holidays calendars with educational pieces, and veteran spotlights during applicable holidays.
Attractive to many hires is the option to enroll in benefits on day 1. Benco offers a comprehensive benefits package to help meet the needs of our associates. Our goal is to promote employees' wellbeing through diverse and inclusive offerings. As a family-owned business we pride ourselves on always having a variety of resources both onsite and offsite.
Benco offers traditional health benefits, a 401K plan, life insurance, and time off programs. We also offer resources for family building, mental health resources, and have an Emergency Fund to support our associates. Additionally, our associate assistance program provides confidential, professional assistance to associates and their families such as counseling services, health advocacy, legal and financial consultations, and other services.
Over the past 18 -months, based on a recommendation from our Culture & People team as well as the Diversity & Inclusion committee, several edits/additions were made to our existing offerings. Many of these ideas have come through associate feedback, such as engagement surveys and our idea bank program. Furthermore, our associate resource groups have been active promoters and supporters to enhance our benefit offerings:
• We added a floating paid day off (Culture Holiday) intended for associates to celebrate a holiday or event of their choice, such as Yom Kippur, Juneteenth or a birthday.
• We changed our job descriptions along with benefit and policy wording to support all family dynamics for example, spouse is now listed as spouse/partner since we know not all family dynamics are the same.
• Additionally, we updated the bereavement policy. We understand the impact pregnancy loss can have on both partners and extended family members, so we want to ensure our policy allows time to grieve and deal with both the physical and emotional strain. Updates include a paid day of leave for either partner experiencing the loss of a miscarriage and three days paid leave for extended family members in the case of a stillborn pregnancy. These added days are in addition to parental leave.
• Recently, we started to offer a travel expense reimbursement of up to $3,000 to associates who cannot access medical care in their geographic region. This includes comprehensive reproductive care, complex cancer care, organ transplants and other complex care.
• Approved in 2022, we’ve upgraded our parental leave from two to six weeks fully paid (available to mothers, fathers, partners).
• Adoption assistance reimbursement was increased to $10,000 from f$3,000.
• The eligibility for short-term disability and parental leave has expanded for our commissioned sales team.
• While we have always had a flexible option for new mothers to return to work, we received approval to formalize a 3-week gradual return to work program for any associate returning from a consecutive medical leave of absence including parental leave. Associates would work 16 hours in week one, 24 hours in week 2, 32 hours in week 3, and return to the full 40 -hours in week 4. The associate would be paid 100% of their base pay, while working reduced hours.
• Benco will offer free memberships for every associate to Care.com, a platform with unlimited access to finding and managing care for children, seniors, pets and the home.
• Our on-demand tutoring resources for academic support are available to associates and their families.
• LifeMart discounts for exclusive offers on childcare, education, nutrition services, and other discounts are also available.
In late 2020 we formed a Diversity & Inclusion Committee to ensure our associates felt supported in the workplace. Our mission statement is ‘We recognize, leverage and celebrate the differences each of us brings to Benco as a key to our success. Driving Dentistry Forward Together means that Diversity, Equity & Inclusion are woven into the fabric of our Benco Family.’ Prior to the launch of the committee, a series of learning modules was created for awareness including ‘Unconscious Bias’ and the ‘PAUSE’ model. Highlights of the committee’s actions this year include the release of educational content on religious holidays, ‘How to be an Ally’ training, and ADA compliant content.
Benco established Associate Resource Groups to help build community and inclusivity. These groups are for associates who share the same interests and help provide support, development and create a safe space where associates can bring their whole selves to the table.
Through a collective effort, associates in ARGs can work with the DEI Committee to help push initiatives and improve the work environment and other conditions for associates at Benco.
We want the Associate Resource Groups to be an open forum for associates to raise common concerns or issues, help build an inclusive and positive company culture. The Associate Resource Groups that will be available are:
• Young Professionals – Associate Resource Group for young professionals to come together for mentorship or support. At Benco we want to help young professionals develop a sense of community, grow professionally, and build bridges across generational divides.
• New Parents/Caretakers – Associate Resource Group that will serve as a resource for all facets of family life from being a new parent to dealing with aging parents. Collaborating with other working parents/caretakers can help navigate careers as a parent/caretaker and help work through workplace issues such as taking leave, managing benefits, juggling obligations.
• LGBTQ+ - Associate Resource Group provide support and continued inclusion of LGBTQ+ associates and impacting change within the LGBTQ+ community.
• Disability – Associate Resource Group to raise awareness of workplace issues that affect people with disabilities and provide support to associates working with disabilities or associates who are a caretaker to someone with a disability.
• Women in Business – Associate Resource Group that connects and inspires women to achieve their personal and professional goals.
• People of Color – Associates Resource Group to advocate for the retention, inclusion, and equity of associates regardless of race, ethnicity, and community.
• Veterans/Active Military – Associate Resource Group to embrace our community of veterans who will support and encourage each other through shared experiences.
Recently Benco was named one of the Best Places to Work in Healthcare. Our survey scores indicate 81% of our team members are experiencing a high-trust culture and are invested in the organization. Specifically, 94% agreed people here are treated fairly, regardless of race and gender and when you join the company you are made to feel welcome. This is a direct reflection of Benco’s efforts to promote employees' wellbeing, offer a robust benefits package, and create a diverse and inclusive workplace.
Branch provides the industry's leading mobile linking and measurement platforms, unifying user experience and attribution across devices and channels. Branch has been selected by over 100,000 apps since 2014 including Adobe, BuzzFeed, Yelp, and many more, improving experiences for more than 3 billion monthly users across the globe.
About our inclusive benefits:
At Branch, we're dedicated to building a company that is representative, respectful, and inclusive of all people, backgrounds, cultures, and perspectives. We know the best ideas come from diverse perspectives and experiences, so we encourage our employees to bring their full selves to work.
This year, we crested 500 full-time employees. We’re proud to have a collection of internal and external commitments and programs to diversity, equity, and inclusion, which support our well-rounded benefit offering that strives to provide a positive employee experience for all.
The Branch motto is “Build, Grow, Win, Together.” More than just words, it's a support system and a promise that we work to fulfill every day. This means we have a benefit offering in place that supports the financial, professional, physical, and mental wellbeing of our team.
We are committed to taking financial care of our employees. This translates into premium benefit offerings for medical, dental, and vision coverage (fully employer-paid in the US, UK, India, Korea, and China), as well as flexible paid time off, 401k and pension plans, competitive salaries, and RSUs.
To ensure that we care for the professional wellbeing of our employees, we also offer a home office stipend, yearly professional development stipend, paid wellness holidays, and paid parental leave. To make our offices as welcoming and inclusive as possible, we provide lunch to our in-office employees alongside some pretty cool swag that’s always up for grabs.
We also offer a wide variety of benefits to support the physical and mental wellbeing of our team. These benefits include everything from employer-paid fitness and meditation apps to virtual and in-person volunteering, meditations, cooking classes, happy hours, and more. We are always building ways to meet our team members where they are with community building and individual support via benefits.
Commitments: Diverse Hiring, Diversity Aspirations, Equal Pay, Tech for Black Founders, Tech for Female Founders
Diverse hiring practices are an area we continue to improve. We’ve removed gendered language from our job descriptions and, in lieu of bachelor’s degree requirements, we look for equivalent experience. We also have interviewers attend interview training, as well as unconscious bias training, to ensure that each person at Branch is fairly evaluating future employees with an understanding of how their personal biases could influence their judgment.
Tech companies lag behind most other industries when it comes to hiring a diverse workforce. Branch's diversity aspirations recognize that we, too, have room to grow, so we post our hiring statistics publicly each year and make a promise to improve those numbers. At the start of 2022, women made up 36% of Branch’s global workforce. Our 2024 aspiration is 42%. Halfway through 2022, we’re a third of the way to our goal with women making up 38% of our global workforce. At the start of 2022, women made up 32% of our management-level workforce. Our 2024 aspiration is 37%. At the start of 2022, underrepresented populations (Black, Latino, Pacific Islander) made up 15% of our U.S. workforce. Our 2024 aspiration is 18%.
#EqualPayCA (https://women.ca.gov/equalpayca/) was launched in 2019, and we are one of twelve Equal Pay Champions in the 100-1,000 employee range who have continued with our pledge through 2022. At the moment in 2022, the uncontrolled gender pay gap is $0.82 for every $1 that men make, and these numbers only get worse for women of color, LGBTQ women, and mothers. In our commitment to #EqualPayCA, we commit to pay equity. Annually, we conduct a company-wide gender pay analysis, review hiring and promotion processes and procedures to reduce unconscious bias, and analyze our success in achieving fundamental equity for all Branch employees.
Branch and our partners mParticle, Amplitude, Braze, and Radar founded Tech for Black Founders in 2020. We recognize that only 1% of founders backed by venture capital in the United States are Black. Tech for Black founders addresses this inequity by providing our Growth Stack completely free to early stage startups led by Black founders.
Branch also supports female founders with our Tech for Female Founders program. We recognize that only 2% of secured venture capital in the US is awarded to female founders. Tech for Female Founders addresses this inequity by offering $5,000 in Branch technology credits to companies with female founders or companies that are at least 51% owned by one or more women.
Programs: ERGs, Employee Highlights, Branch TALKs
Employee Resource Groups at Branch are open to all employees and represent our population’s diversity. Current ERGs include Adapt, API, Women, Roots, ¡VIVA!, Pride, Parents, and Minds Matter. We will be providing additional funding, internal communications support, and expanded executive sponsorship for these groups.
The Employee Highlight Program is a new initiative to celebrate innovative thinking, career growth, and diversity in our employee base. Each month we interview an employee who is authentically themselves, then celebrate their success and method of work with an in-depth article.
Branch TALK is a monthly freeform conversation where the entire company tunes in to learn about a fellow Branch employee. TALK is a deep dive into a project the presenter is working on, something they are passionate about, and their unique worldview. During TALK, we aren’t scared to dive into difficult topics that our employees want to share. We build a safe space for people to share their stories. For example, one person who grew up in war shared how that impacted their working style. Another example is a single parent who discussed their need to own processes from start to finish to have confidence in their output. TALK not only celebrates differences in experience, but it also creates an avenue for each and every employee at Branch to expand their worldview and develop empathy and compassion in the workplace.
As proud as we are of our external commitments and internal programs, we’re all the more interested in the impact on our employees. Here are a few quotes from Branch team members:
“Branch has empowered me to show up as my authentic self, enabling me to become a better version of myself professionally and personally. I've been supported in sharing my disability in a public way, and was met with acceptance and an invitation to join our ERG for disabled persons and allies. At Branch, I am actively encouraged to share my thoughts, reasonings, and experience with my peers, by my peers. My ideas are always welcomed and championed, and I feel like joining Branch was the best decision I've made so far in my career as a result.”
Sam (she/her), marketing
“Branch does an excellent job of walking the walk and talking the talk. At Branch, you develop a sense of belonging early on, which is what makes this a fantastic company to work for. From the moment you “meet” the company through its website, you get to learn about all of the ways Branch supports its employees. But, more importantly, you’re immersed in a sense of community and belonging when you join, beginning with your onboarding experience when you’re introduced to the various ERGs Branch offers.”
Daniel (he/him), legal
Studies have shown that diverse, inclusive companies see higher rates of productivity, that employees experience boosted morale, and that recruitment becomes simpler. These things are true, and we’re lucky to have experienced these benefits at Branch. But diversity, equity, and inclusion at Branch will be a continued effort for one reason only: it’s the right thing to do. We believe in the intrinsic value of a diverse lived experience, and we will continue to celebrate and support that in our employees.
Celonis reveals and fixes inefficiencies businesses can’t see, enabling them to perform at levels they never thought possible. Powered by its market-leading process mining core, the Celonis Execution Management System provides a full set of platform capabilities for business executives and users to eliminate billions in corporate inefficiencies, provide better customer experience and reduce carbon emissions. Celonis has thousands of implementations with global customers and is headquartered in Munich, Germany and New York City, USA with more than 23 offices worldwide.
About our inclusive benefits:
At Celonis, we believe that the best team wins and we know that our employees can only be their best if we nurture our unique culture. This includes providing opportunities for growth and developing a holistic system of care with inclusive benefits for health and wellbeing. Today, we are redoubling our efforts on Diversity, Equity and Inclusion and celebrating our community and purpose.
With a diverse workforce comes a spectrum of needs. This is an important principle for the Celonis benefits strategy and one that is applied as we develop new benefits and well-being programs for employees. From extending certain benefits to dependants whenever possible, to understanding and applying cultural differences, life experiences and stages, we’re building an inclusive company benefits offering globally.
Health & Wellbeing
We recently introduced Gympass, an all-in-one subscription with the largest selection of gyms, studios, and apps.
In India, we’ve recently made several changes, including adding the option for employees to purchase healthcare for their parents, increasing our provision for Maternity care, and opening eligibility for same-sex couples.
Family - For many Celonauts, having a family is, or will be, top of mind in the coming years. We believe that having or adopting a baby is one of the most important moments in many people’s lives. Through extensive collaboration with our Business Resource Groups (Parents@Celonis and Women@Celonis), we rolled out a number of programs over the past year to support new parents at Celonis: from generous leave for both parents so they can spend quality time to bond with their new child, to supporting parents with education costs for their kids and more.
Our new Family Leave Program provides a standard minimum level of leave to all employees with 24 weeks for the main parent and 12 weeks for the supporting parent at full pay with an option to extend their leave at statutory pay, should they wish.
In addition to time off, we wanted to provide financial support with the cost of education of their child, so as of February 2022, every new parent at Celonis receives an Education Restricted Stock Unit award.
We’ve introduced carer’s leave for all employees to manage emergency situations not only for dependent children but also for elderly parents or loved ones.
All of these inclusive benefits changes have received fantastic feedback from employees, resulting in an increase in the number of women hires year over year. Additionally, in the last three months alone, we’ve seen an incremental increase in our Benefits scores on Glassdoor for our hub locations.
Finally, to drive impact and foster a diverse and inclusive workplace, Celonis has several Business Resource Groups, including Black@Celonis, Parents@Celonis, Pride@Celonis, Resilience@Celonis and Women&Allies@Celonis. Joining one of Celonis’ BRGs comes with additional opportunities for executive exposure. Each BRG works with a dedicated sponsor from our Executive Team to secure leadership support for their projects and participation on key dates in the calendar.
Securing The Web3 World.
Founded in 2018 by professors of Columbia and Yale, CertiK is a pioneer in blockchain security, utilizing best-in-class Formal Verification and AI technology to secure and monitor blockchains, smart contracts, and Web3 apps.
About our inclusive benefits:
CertiK offers a myriad of benefits to its employees. We offer five medical plans (one that is free for employees) to give people flexibility in what they want and two dental plans. We offer unlimited paid time off so people can attend to what their needs are (childcare, elder care, appointments, or just relaxing) and encourage people to take time off.
We also offer flexible schedules for the same reasons, as we want to attract all employees to the company. Our workforce is 100% remote, and we do not mandate that workers go into the office, unless they want to. We would rather have our team happy and save time on a commute. We have company and team gatherings (trips to the corporate office in New York and smaller team trips in local cities) so we have that face time with each other, and so that teams get to know each other personally.
We offer an EAP that is very robust so employees can obtain help with any issues they may have. We offer student loan refinancing and credits so those with loans can consolidate them and have a clear path to payoff. CertiK offers pet insurance to support our furry friends through any issues. We offer a gym reimbursement to get people moving and healthy. For those who do commute into the office, we offer local commuter benefits as well, to focus on using public transportation.
For our employees' retirement, we offer a 401(k) with a 4% match and immediate vesting. We offer company paid life, accidental death and dismemberment insurance and short-term and long-term disability insurance. We offer tax advantaged FSA and HSA accounts to all employees who qualify. CertiK offers employees discounts through SmartSpend plus to help out from auto insurance, laser eye treatment and many other options. If employees want to travel out of the country, we offer a travel concierge service that helps them book their trips and lets them know about insurance options.
We offer two virtual health services and one on-site health service that is free for employees - One Medical and LiveHealth Online. This way, employees don't have to go to urgent care, unless they want to. We offer a care concierge to help with medical insurance questions, procedures and any basic questions. CertiK offers tuition assistance for employees who want to further educate themselves (college, certifications, attending conferences, memberships, etc.), up to $5250 annually. CertiK also provides paid parental leave to both parents. The company will continue to expand its benefits annually!
ChartHop is transforming the way companies manage and support their people. By consolidating people data into one employee-centric platform to visualize, discover, and act on insights, ChartHop creates more informed, empowered, and connected organizations. From executives to individual contributors to every employee in between, ChartHop is designed for everyone in the organization.ChartHop plays well with dozens of platforms through robust integrations across the HR tech stack, and serves companies like 1Password, BetterCloud, and Starburst. Founded in 2019 by Ian White, ChartHop is backed by Andreessen Horowitz. Visit ChartHop.com to learn more and follow ChartHop on Twitter and LinkedIn.
About our inclusive benefits:
At ChartHop we value taking care of our people to ensure they feel supported at work and at home. Investing in our people is critical to building a ChartHop where everyone can see themselves.
Inclusive Benefits and Perks for all humans:
Medical, Dental, Vision, Life Insurance, LTD, STD
Mental Health Benefits
Work from home supplies stipend
Professional development stipend
20 Vacation days
Mental Health benefits
ChristianaCare is one of the country’s most dynamic health care organizations, centered on improving health outcomes, making high-quality care more accessible and lowering health care costs.
ChristianaCare is nationally recognized as a great place to work, rated by Forbes as the 2nd best health system for diversity and inclusion, and the 29th best health system to work for in the United States, and by IDG Computerworld as one of the nation’s Best Places to Work in IT (Information Technology).
ChristianaCare is rated by Healthgrades as one of America’s 50 Best Hospitals and continually ranked among the nation’s best by U.S. News & World Report, Newsweek, and other national quality ratings. ChristianaCare is a nonprofit teaching health system with more than 260 residents and fellows. With its groundbreaking Center for Virtual Health and a focus on population health and value-based care, ChristianaCare is shaping the future of health care.
About our inclusive benefits:
ChristianaCare offers diverse bilingual inclusive benefits
• Multi Language Wellthy Concierge Service - Provides care coordination and support in multiple languages by taking the administrative and logistical tasks related to care off of your plate - spanning across financial, medical, legal, in-home, housing, and social/emotional needs.
• Parental leave - 12 weeks of paid leave for the bonding, care, and well-being of their newborn (including surrogacy), adopted or foster care children. This policy applies to both birthing and non-birthing caregivers.
• Comprehensive & Advanced fertility program - Eligible health services include comprehensive infertility care and Assisted Reproductive Technology (ART) covering more advanced medical procedures or treatments to help achieve pregnancy. There is an in-network and out-of-network combined lifetime benefit maximum of $20,000 for all related comprehensive & ART services.
• Mental Health Care Services - Access to a wide range of mental health and substance abuse professionals for all caregivers - covering a comprehensive range of counseling and treatment services.
• Vital Worklife Employee Assistance Program - Provides free and confidential resources designed specifically for medical professionals and their families. Dependent children up to age 26 are covered
In-the-moment behavioral health support available 24/7 to address concerns or immediate needs when they occur.
• Autism Spectrum Disorders - Benefits are provided to members under 21 years of age including diagnostic assessment and treatment.
• Total reward program - Supplemental to health benefits, including free financial counseling, discounts to theme parks, tuition assistance, personal legal matters, and more.
• Gender affirmation surgery - consists of medical and surgical treatments that change primary sex characteristics for individuals diagnosed with gender dysphoria.
• Baby Blueprints Maternity Education and Support Program – This free program offers educational info on all aspects of pregnancy, plus one-on-one support from a women’s health specialist.
Progressive Workplace Resources
• The Center for WorkLife Wellbeing: Established in 2019, the center was designed to support caregivers in finding WorkLife meaning, connection and joy. The Center partners with key stakeholder to provide responsive and proactive wellbeing services, create opportunities to empower caregivers to enhance the wellbeing of their colleagues, and advocate and enact local and system-level changes that promote our mission.
• Care for the Caregiver: Care for the Caregiver provides confidential individual peer support and group support to our caregivers when they experience stress related to patient care or the workplace. We have over 70 train peer supporters who provide confidential, non-judgmental, emotional support and promote positive coping skills.
• COMPASS: The goal of the COMPASS (Caregiver-Organized Meetings to Promote and Sustain Satisfaction) initiative is to encourage caregiver collegiality, shared experience, mutual support, and meaning in work to decrease burnout and promote wellbeing.
• Wellbeing Rounds: Wellbeing Rounds (WBR) are quarterly, confidential sessions for residents or fellows. WBR are hour-long, confidential discussions that occur during protected lecture time. During WBR, residents and fellows are encouraged to think deeply about the challenges and opportunities encountered during this capstone training experience, and to share their experiences, insights, and wisdom with each other.
Other Wellbeing Services:
• Cabana offers live anonymous group support sessions and on-demand stress reduction content. Topics range from yoga and meditation to imposter syndrome and deconstructing stress.
• Mindfulness for Caregivers is open to all caregivers interested in practicing mindful meditation together weekly.
• O.A.S.I.S. Project (Opportunity to Achieve Staff Inspiration & Strength): provides dedicated physical spaces on several of our busiest inpatient units for staff to pause, de-stress, and recover
also includes four 20-minute online learning modules to help acquire methods & skills for attending to individual needs, recognizing how cognitive biases shape decisions, and learn practical approaches to mindfulness that can be performed quickly during the workday.
• Paws to De-Stress: The Center for WorkLife Wellbeing helps our extraordinary people de-stress by connecting them with stress-reducing furry friends from PAWS for People.
• Thank You Project: This project helps patients and their family's express gratitude in person to the caregivers who touched their lives during their hospital stay.
Diverse Hiring Practices
• HBCU (historically Black colleges and universities) Partnerships: (a) Designated talent acquisitionists attend Historically Black Colleges and Universities career fairs. Our Sourcing Specialist is a Certified Diversity Sourcing Professional (CDSP), which allows us to have SME (SUBJECT MATTER EXPERTS) support with our sourcing strategies led by an individual with a deep understanding of how to mine diverse candidates. (b) We also launched a 4- year scholarship program for diverse candidates attending HBCUs who are also pursuing careers in healthcare with a summer paid internship.
• Project Search – ChristianaCare serves as Project Search's business partner - a nationally recognized program dedicated to workforce development focused on individuals with barriers to meaningful and sustainable employment. In partnership with local school districts, we offer on the job training and pathways to employment within the organization for individuals with varying disabilities.
• Project Hope – ChristianaCare maintains a conglomerate of Partnership with external agencies providing support to justice involved individuals and creates pathways to meaningful and sustainable employment within in the HealthSystem.
• Project Veteran – The Inclusion and Diversity Special Partnerships personnel and talent acquisitionists will attend career fairs targeting veterans to diversify the talent pipeline.
• Eliminating Bias in Hiring – Through the office of Inclusion and Diversity, bi-annual education for all hiring managers on how to eliminate bias in hiring is available along with leader demographic scorecards to support building a diverse workforce.
• TEXTIO – is a software tool used to flag gender bias and agism ensuring neutral tones in all job postings.
We’re Coinbase. We’re the world’s most trusted way to join the crypto revolution, serving more than 89 million accounts in more than 100 countries. Our mission is to increase economic freedom around the world, and we couldn’t do this without hiring the best people.
About our inclusive benefits:
Our full-time employees receive great benefits that begin on their first day at Coinbase. Whether we are considering working parents, or engagement with members of one of our seven employee resource groups, we look to support all team members during our quest to increase economic freedom. We also want to make working at Coinbase accessible - making our 100% remote company policy applicable to all. We even give employees a monthly stipend just for working from home. We use diverse recruiting to active diverse candidates across veterans and military spouses, individuals with disabilities, women and minorities and HBCU college students and alumni.
- Health, Dental, Vision, Disability and Life Insurance offerings
- HSA with High Deductible Health Plan, with company HSA contribution
- 401(k) plan with company match
- Fertility Counseling and Benefits
- Learning and Development stipend
- 18 weeks paid Parental Leave, and numerous other paid leave programs including Volunteer Time Off
- The option of getting paid in digital currency
- Stipends for Wellness, Remote Work, and Cell/Internet use
Comcast NBCUniversal is a global media and technology company that connects people to moments that matter. Comcast is principally focused on connectivity, aggregation, and streaming with 57 million customer relationships across the United States and Europe. Delivering broadband, wireless, and video through our Xfinity, Comcast Business, and Sky brands create, distribute, and stream leading entertainment, sports, and news through Universal Filmed Entertainment Group, Universal Studio Group, Sky Studios, the NBC and Telemundo broadcast networks, multiple cable networks, Peacock, NBCUniversal News Group, NBC Sports, Sky News, and Sky Sports and provide memorable experiences at Universal Parks and Resorts in the United States and Asia.
About our inclusive benefits:
Enterprise-wide, Comcast’s benefits promote employees’ wellbeing with a robust benefits package that supports their life, no matter where they are – the exciting stages, the challenging times and everything in-between. We are committed to a culture of fairness, respect, and inclusion.
In an effort to continue to be responsive and timely with employee needs, we’re constantly evaluating and expanding our employee benefits and offerings to ensure they reflect and represent all our teammates. For example, in 2022 we added the Calm app to the suite of offerings available to employees, making guided meditations, mindful movement video and audio, relaxing Sleep Stories, and much more available at no cost. We also made new self-help digital solutions available to all benefits-eligible employees last year, offering additional tools to address issues such as depression, anxiety, stress, and more. This was a direct response to feedback we heard regarding faster access to resources and more digital options for our mental health offerings.
Our benefits support our working parents in key family-care areas like generous parental leave, flexible scheduling, and additional family resources like back-up childcare and child behavior and development support. To date, more than 4,000 employees have taken advantage of this benefit.
We also know that everyone’s journey to parenthood is different. That’s why we offer a variety of benefits, expert guidance, and always-on tools that are personalized to meet the needs of employees’ reality whether they’re getting ready for pregnancy, expecting, adopting or if they’re a brand-new parent through our myParenthood program. This includes travel benefits for plan participants and enrolled dependents for covered medical services and procedures that are not available within 50 miles of an employee’s home.
And our efforts don’t stop at physical care – we provide robust emotional wellbeing support as well. Through our Employee Assistance Program (EAP), employees and their enrolled family members are eligible for up to 10 free counseling sessions per issue, per year, as well as digital resources to help manage daily life. And when in-person visits are not an option, telehealth services are available 24/7. We cover in-network behavioral health at 100%, whether it is for provider-based or inpatient care. And waive copays for certain generic antidepressants and antianxiety prescriptions.
Additionally, Comcast NBCUniversal is committed to helping employees save for retirement, as we recently introduced several new features to our 401(k) Plan that give employees more ways to save. In addition to our longstanding pre-tax and Roth contribution options, employees now also have a new after-tax contribution option and Roth In-Plan Conversion option. The new after-tax contribution option allows employees to contribute up to $10K annually after-tax, enabling them to save even more for retirement. The new Roth In-Plan conversion option allows employees to convert their 401(k) Plan contributions to Roth. By converting after-tax contributions to Roth, employees have a chance to build tax free retirement income, which can help them manage their taxes both now and in the future.
We are putting the full weight of our resources into accelerating our longstanding DE&I work, with the goal of driving lasting change and, ultimately, ensuring a more connected and equitable world. We know this must start inside the walls of our company, where we continue to invest in hiring, development, and advancement strategies, and building a workforce culture that reflects the communities we proudly serve. By doing so, we foster an inclusive and collaborative environment that empowers our greatest asset: our people.
We continue to invest in opportunities for employees to help steward our workplace inclusion strategy. Our rotating DE&I Employee Advisory Council, which consists of 24 employees across Divisions, Regions, and Business Units, works alongside the National DE&I Cable Leadership Council and provides advice, recommendations, feedback also pilots and previews new products or policies that ultimately are the outcomes of our DE&I efforts across the company. Another way we provide our employees with visibility and support is through our company-wide Employee Resource Groups (ERGs). These are voluntary, employee-led networks dedicated to developing the careers of our employees, providing community volunteer opportunities, and building an inclusive and collaborative workplace. Our nine ERGs include more than 35,000 members in over 230 chapters across Comcast NBCUniversal, engaging people at all levels of the organization, empowering employees to drive business results while supporting an inclusive, collaborative company culture.
To support the development of our ERG projects, programs, and events, we recently established ERG Elevate, an annual fund. Each ERG will receive $62,500 to elevate their work. Additionally, a new ERG governance structure includes two National Champions for each ERG to serve on a national advisory council responsible for driving our ERG strategic priorities. Across our organization, we are creating moments to come together and participate in collective learning. This important work ensures we are taking the steps needed every day to create a more inclusive environment for our teams, where employees feel supported, embraced, and heard.
Every year we come together across Comcast for DE&I Day, a time to build deeper understanding within our teams and company about diversity, equity, and inclusion and to engage in thoughtful dialogue, collective education, and sustained action. Our 2022 DEI Day had over 45,000 participants. Additionally, our DE&I Summer Learning Challenge, which launched in 2021, encourages all employees to take at least one DE&I learning course over the summer. We offer a variety of articles, videos and courses. Last summer, more than 21,000 employees participated.
Meet the Moment is an actionable Diversity, Equity, Inclusion, and Access initiative designed to engage, educate and empower employees at all levels of the organization to contribute to the anti-racist, anti-biased, inclusive and equitable company culture. To date, our five sessions featuring expert speakers, leadership commitment and action, and employee stories have garnered over 35,000 views.
Creating more equity and equality in our organization requires careful thought about the kind of culture we want to grow, nurture, and support. That’s why we apply a DE&I lens to our recruiting, retention, and pipeline efforts, which enables us to tap into the widest and deepest pool of talent available. We continue to take intentional and deliberate steps to attract diverse talent and evolve our strategies in support of our aspiration to have 50% women and 33% people of color at every level of our organization.
Our employer brand campaign, Create the Future with Us, highlights the unique backgrounds, experiences, and perspectives of our employees. Comcast’s inclusive culture, captured in the brand pillar Bring Your Amazing Self, is represented in content throughout our internal and external websites, Career Center platform, social media channels, and digital media campaigns. We’re intentionally focused on our workforce diversity, and ensuring our company accurately reflects the communities we serve. As of year-end 2021, our company reached the most inclusive employee representation in the 10 years since we have been tracking diversity data.
Through NBCU Academy – a new, innovative, multiplatform journalism training and development program – we’re offering training and education to students at Historically Black Colleges and Universities, Hispanic-Serving Institutions, and colleges with significant Latino, Asian, Black, Indigenous, and tribal populations. The initiative includes a curated curriculum with world-class NBCU News Group journalists, funding for accredited journalism programs, and scholarships.
NBCU Academy and NBC News Studios have announced Original Voices, a new fellowship program awarding diverse documentary filmmakers grants to support feature-length nonfiction films highlighting social issues and identities. Seven groundbreaking filmmakers were named in June 2021 for the first inaugural Original Voices fellowship. Each filmmaker will receive a $45,000 grant and a one-year fellowship to support their films in all stages of production.
This includes investments in organizations focused on building skills, creating equitable pathways to employment and empowering youth with entrepreneurial mindsets such as: Code Path, BUILD.org, and Genesys Works. Through intentional design, Comcast has also prioritized providing cash grants to digital equity-focused partners that are both led by and serving communities of color with a goal of advancing strategies that help create pathways to economic mobility.
Secondly, we actively extend our reach to more diverse networks and diversity-focused recruiting channels. For example, we continue to expand our early career recruiting and attraction efforts into Historically Black College and Universities (HBCUs) and Hispanic Serving Institutions (HSIs), while also marketing roles to partner organizations including The Emma Bowen Foundation, T. Howard Foundation, and their alumni networks. We have an ongoing presence on diversity-oriented job boards and have relationships with professional organizations, such as ALPFA, AfroTech, Disability:IN, and Society of Women Engineers. We also reach underserved groups such as female technologists, through unique pilot programs like Act Two (with NBCU and non-profit partner, Path Forward), which help provide internship and full-time job opportunities to people reentering the workforce after a career break (e.g., caregivers).
We are also focused on forging new strategic partnerships with universities, community impact organizations, civil rights groups, and nonprofits to diversify our candidate pipeline. Our partnerships with Historically Black Colleges and Universities (HBCUs) are a key element of our recruitment strategy. Our activities range from HBCU specific hiring and networking events, meetings with student organizations, and the on-campus Xfinity HBCU Experience, where students learned about career opportunities.
We also made it a goal to provide on-set training and mentorship for diversity “behind the camera.” Universal Filmed Entertainment Group (UFEG) recently launched its Below-the-Line Traineeship for underrepresented talent pursuing careers behind the camera. As part of NBCUniversal’s commitment to promote DE&I across all areas of film and TV production, the paid traineeship kicked off with the director Jordan Peele's film “Nope.” In collaboration with the Anti-Recidivism Coalition (ARC) and Hollywood Cinema Production Resources (Hollywood CPR), the program welcomed six trainees to the set, who were assigned to departments based on their area of study or interest.
To date, 200 director-level talents have completed NBCUniversal’s Elevate Talent Lab experiences, designed to identify, engage and empower underrepresented talent, including Black, Asian/Pacific Islander, and Hispanic/Latino talent, across the NBCUniversal portfolio. To further develop emerging and senior leaders of color at Comcast, we partner with DiverseForce on Boards, a training program that matches leaders with local nonprofit boards to strengthen our Philadelphia-area communities.
The Talent Catalyst program provides employees with services and resources to pursue cross-functional career opportunities. The two-year program prepares potential successors for VPlevel roles, pairing participants with executive sponsors and assignments focused on areas of the business outside their current roles. Nearly half of the first two cohort’s 87 participants are women, and more than one-third are people of color.
Comcast Cable is launching a host of DE&I-centered coaching programs, many of which focus on women, to help leaders build both their careers and inclusive teams. Here are a few examples:
- Tone Networks is an online learning and coaching platform designed for women, with tools focused on leadership, professional growth, allyship, and more.
- The Cru uses technology to help women meet their personal and professional goals by developing meaningful relationships with like-minded peers and diversifying their networks.
- CoachDiversity helps senior executives sharpen their emotional intelligence and gain a clear understanding of how to overcome unconscious bias for greater empathy, self-awareness, and more equitable decision-making.
We’re also committed to creating digital, personalized learning solutions that support the development of our all our teammates no matter where they are in their career journey. As part of a recent learning transformation, we have put an emphasis on each employee’s personal learning journey – meeting them where they are and encouraging everyone to commit to lifelong learning.
In 2022, we launched Career Hub a new internal tool that uses machine learning to help connect employees to personalized career recommendations, like teammates to network with, courses to learn a new skill, job opportunities and gigs that match their current skillset, all to help the individual grow and develop in their career journey. Since its launch over 15,000 employees have accessed the tool.
Comcast recently launched a new suite of self-guided learning products to support leadership development. The learning courses are open to all employees, regardless of where they sit in the company. More than 2,100 employees enrolled in phase one of the program, which was geared towards HR professionals and Directors. Phase Two began in summer 2022, enrolling more than 1,600 employees from across the organization.
We also introduced the Distinguished Engineers & Fellows program -- a technical career track that recognizes our top technical talent. This designation is extended to those who have achieved the most senior level of technical leadership at Comcast. Fellows are considered thought leaders in their space, and Distinguished Engineers have made significant technical contributions at Comcast and are considered the technical domain leaders within our business.
Comcast Grows to Code is a career path program for frontline employees to learn coding skills and launch into entry-level engineering roles. This program was a direct result of feedback from our frontline employees for more growth opportunities. Comcast partnered with LaunchCode, a nonprofit cultivating talent pipelines and building customized talent strategies for companies across the country, to develop the program. The six-month program includes an intensive coding training bootcamp, an onboarding program and an apprenticeship. And unlike typical coding training programs, employees are paid full-time, at their average hourly rate, and do all their coursework as part of the 40-hour per week program. This allows the participants to advance their skills without taking time away from their family. Entering our third season, the program has doubled in participants since its first season with 27 open role and expanded beyond engineering roles and includes a user experience design pathway.
Our technology teams continue to answer the call to create a more inclusive experience across our products, and recently launched a new suite of trainings for thousands of our designers, developers and product managers so we can continue to deliver experiences that reach everyone. We’ve also launched a policy framework for our company, that outlines standards in web, video, and media. Even if an employee is not a technologist, we believe we all have a role to play in creating more accessible experiences for our customers and teammates and made the accessibility training available to all teammates.
We have bolstered our education and training programs to center around new behaviors, engage people across our company to further our understanding of race-related issues and to promote more inclusive behaviors. We’ve also made it easier than ever for employees to find the learning they need: from our DE&I Learning Hub, which outlines the foundations of DE&I Learning and provides content for individual and team learning to our DE&I Summer Learning Challenge where we’re encouraging every employee to take one – just one – DE&I learning that interests them and have a conversation about it with a peer.
We value the skills and experiences of veterans, National Guard and reserve members, and military spouses. From continuing education to unique benefits, Comcast NBCUniversal is an employer that provides a place for military community employees to thrive in their careers.
A great example of this work is our Veterans Residency Program, which is designed for mid-to-senior level veterans who often face challenges locating opportunity in the civilian workforce. At Comcast NBCUniversal, we believe in not only actively recruiting and hiring military community members, but also supporting them to grow in their careers with opportunities such as the residency program.
At Comcast NBCUniversal, we strive to make every employee feel connected, valued, and respected for who they are and for the unique contributions they make. We believe that a diverse, equitable, and inclusive company is a more innovative and successful company. That’s why we embrace diversity of background, perspective, culture, and experience throughout every aspect of our business. From the people who power our teams, to the products we create, the stories we tell, and the organizations we support, we believe in fostering a better and more accepting workplace and a world where everyone has an opportunity to succeed.
Creative Reaction Lab (CRXLAB)
Creative Reaction Lab was founded in support of the Uprising in Ferguson. Today, Creative Reaction Lab is building a youth-led, community-centered movement of a new type of Civic Leader: Redesigners for Justice. Creative Reaction Lab’s mission is to educate, train, and challenge Black and Latinx youth to become leaders designing healthy and racially equitable communities.
We’re challenging the belief that only adults with titles (e.g. mayors, CEOs, etc.) have the power and right to challenge racial and health inequities. However, we are conscious that it’s not just the work of the people that have been historically underinvested to dismantle oppressive systems. Therefore, we are rallying an intergenerational movement of Redesigners for Justice.
About our inclusive benefits:
Our company promotes employee's well being by providing the following benefits:
- Unlimited PTO (Vacation days, sick days, work-from-home)
- 23 Org-Wide Days Off (Holidays, Quarterly Mental Health Days, End-of-Year Break)
- Healthcare Benefits including:
- Medical (65% sponsored by the organization)
- Dental (100% sponsored by the organization)
- Vision (100% sponsored by the organization)
- Healthcare spending/reimbursement accounts
- 401K account with employer matching contributions
- Annual $1000 technology stipend
- Annual professional development stipend
Every 3 months we have Friday's Off for 2 months to give employees additional time to break or work without the distraction of meetings.
We are a small and tight-nit company. We've gotten to know one another very well through regular staff meetings where we come together to celebrate wins, talk about challenges, have fun through competition and arts and crafts and discussing goals. Because of that we understand how to support one another. Each employee starts their onboarding process with completing an Enneagram so we can understand how they operate in the work place . We go through a series of asking the questions, Who am I ? Working together through activities such as this help us to better understand ourselves and become more culturally competent (empathy and humility).
A part each of our weekly 1:1 meetings with supervisors starts with employees being able to describe how they are feeling - a personal check in. During those meetings we encourage employees to reflect on what their manager could improve on in order to best support them (and vis versa). We encourage wrap around constructive feedback - promoting a culture of feedback, celebration, and growth mindset. Our CEO does a fantastic job of building up her employees and offering them opportunities to represent the company with major clients as a part of the leadership and professional development.
Cyber Material is a platform that delivers actionable cybersecurity data to Cyber Citizens, Cyber Professionals, and Institutions. We gather, classify and store publicly available documents as well as produce and publish original content to inform and educate the public in general.
About our inclusive benefits:
We are a company founded by underrepresented community members. We promote diversity since it's at our core. We have people from multiple background from Latinos to women in tech. We currently have a an internship in partnership with Black in Cyber (BIC) were we coach and train underrepresented individuals to improve their knowledge in cybersecurity.
Curbio is on a mission to get every listing market-ready and sold fast, with zero payment due until closing. Founded in 2017, it has become the only pre-listing home improvement solution on the market that saves real estate agents, brokerages, and their listing clients time, reduces their stress, and enables them to unlock the true value of their listings with ease. Using technology to power their solution, Curbio simplifies the process of getting any home ready for market, allowing them to sell faster and for top dollar, with all payment deferred until the home sells. Curbio is a trusted pre-listing home improvement partner to thousands of realtors and leading brokerages nationwide, including eXp realty, RE/MAX, Long & Foster, Berkshire Hathaway HomeServices, and many more.
About our inclusive benefits:
Curbio fosters a creative and supportive work environment that encourages our staff to reach their fullest potential. We believe that unity of goals and diversity of goals is a powerful combination. We believe that personal responsibility almost always outperforms corporate policies. Curbio has implemented a progressive, inclusive benefits package that supports these beliefs and encourages our staff to be the most complete version of themselves at home and at work. Highlights of our benefits package include:
- Healthcare: Curbio offers medical, dental and vision plans to all its employees starting on day one of employment. Curbio covers 100% of employee cost and 75% of dependent costs. Curbio also offers 100% reimbursement for travel required to obtain out-of-state medical care, no questions asked. Additionally, Curbio offers all employees free access to teletherapy and psychiatric care via Talkspace and additional mental health and wellness resources via Headspace.
- Unlimited Vacation: As long as our employees get their work done and consult with their supervisor in advance, they may take any reasonable amount of time off with pay. We prioritize mental health and well-being for every employee and encourage our staff to take time off from work, with our executive and management teams leading by example. Curbio also closes for a company-wide holiday during the week between Christmas and New Years and observes 12 holidays throughout the year.
- Flexible Office Policy: Curbio is committed to the health, safety and happiness of our employees, and has adopted a remote-first workplace culture. We provide our employees with the tools they need to be successful working from home (or anywhere else). For employees who wish to work on-site, office space is available at our headquarters in Potomac, Md., but in-office attendance is never mandatory.
- Maternity/ Paternity Leave: Curbio provides up for 4 weeks of 100% paid time off and supplements our short-term disability benefit to provide an additional 8 weeks of 100% paid time off for all new parents. For employees who want to take additional time off, we discuss options for extending leave with our unlimited vacation policy.
- Financial Benefits: Curbio sponsors both a Roth and a traditional 401(k) plan at a 100% match on the first 3% of compensation and a 50% match on the next 2% of compensation, which vests immediately. All employees also receive a stock option grant that begins vesting on their first day at the company.
Additionally, all employees are a part of a performance bonus plan that is distributed on a quarterly basis. Curbio also takes pride in compensating our employees fairly- we were given a best compensation award by Comparably in October 2022, which was based on employee feedback.
In addition to Curbio’s progressive benefits package, Curbio fosters a culture that promotes diversity and inclusivity. Our recruitment team invests in diversity-focused partnerships and technology to recruit diverse talent, and hires candidates from non-traditional education background. More than half of our executive team is made up of women and more than 25% of our management teams are people of color. Curbio also values employee growth and opportunity, with the vast majority of our leadership teams across all departments being internal promotions. Curbio takes pride in being a company that truly values the well-being of its employees and is striving to continuously improve our benefits and employee resources, recently hiring a VP of People to focus on this important body of work.
DailyPay, Inc., powered by its industry-leading technology platform, is on a mission to build a new financial system for everyone. DailyPay delivers the industry’s leading on-demand pay solution with modern, insight-driven pay strategies that help America’s leading employers to activate their workforce and build stronger relationships with their employees, so they feel more engaged, work harder, and stay longer. Through its massive data network, proprietary funding model and connections into over 6,000 endpoints in the banking system, DailyPay works to ensure that money is always in the right place at the right time for employers, merchants, and financial institutions. DailyPay is headquartered in New York City, with operations based in Minneapolis and Belfast.
About our inclusive benefits:
As part of our ongoing commitment to our support of diversity, equity and inclusion (DEI), DailyPay is proud to offer a robust suite of benefit offerings for employees and their families. Our objective is to provide an inclusive, progressive, and safe environment in which all employees can thrive. Key features that support our diverse workforce with the purpose of providing benefits that better reflect the way employees live their lives include:
- Medical Benefits: Through United Healthcare, we offer robust wellness benefit programs, telemedicine services for primary care and behavioral health, Gender Dysphoria coverage, for employees going through the gender reassignment journey, abortion coverage both for elective abortions and medically necessary abortions, and prenatal wellness programs. This also includes a suite of preventive benefits for women (breast health, cervical cancer screenings, and menopause care/therapies (HRT).
- Unlimited PTO: DailyPayers are encouraged to take the time they need for vacation, illness, and other personal matters.
- Employee Assistance Program: Through Lincoln Financial, we offer the Employee Assistance Program (EAP), a confidential counseling and referral service for employees and their family members. They can receive up to 5 free sessions per person, per issue per year.
We also offer life Insurance, AD&D insurance, pet insurance, accident insurance, hospital indemnity, short and long-term disability benefits, retirement/401k- Fidelity Traditional and Roth 401(k) options, and a legal plan.
For expecting families, DailyPay offers a generous paid parental leave policy as well as care benefits through UrbanSitter including an annual stipend of $750/year.
Other benefits include commuting benefits, an employee discount program through Perks At Work, as well as GymPass, which provides DailyPay employees with free access to gyms, mindfulness, nutrition, and other wellness apps.
Dataminr is recognized as the world’s leading information discovery platform that delivers the earliest warning on high-impact events and emerging risks from public data sources, enabling more effective risk mitigation strategies, faster response, and stronger crisis management.
Recently valued at $4.1B, Dataminr serves thousands of users spanning hundreds of multinational organizations including more than two-thirds of the Fortune 50 and half of the Fortune 100 companies, public sector agencies, NGOs, and over 650 newsrooms worldwide.
About our inclusive benefits:
Dataminir is constantly working to improve their benefits to better support their employees. Dataminir recently enhanced their employee benefits with more inclusive offerings, such as the addition of a comprehensive fertility program that provides equal access to fertility care regardless of gender, sexual orientation, fertility diagnosis, or geographic location. In essence, the People team at Dataminir invests in their workforce in the ways that employees want and have identified because it’s the right thing to do.
A few of these highly requested benefits include:
- Carrot Fertility: A global benefit that provides support for fertility and family-forming care.
- Ginger online platform: A service that provides access to a life coach, therapist or psychiatrist and is available 24/7. It’s one of the ways Dataminr prioritizes employee well-being.
- Generous parental leave policy: Leave is for both birthing and non-birthing parents. For example, in the U.S., birth parents have four months of paid parental leave, and non-birthing parents have three months.
- Flexible sick time: This can be used as mental health days or to take care of family members.
The company also offers ten employee resource groups (ERGs) to provide a support system for its diverse employee base. The newest ERG that has launched is Migrants@Dataminr, a group to support employees with a migrant background and those who are migrating to a new country.
DoorDash is a technology company that connects people with the best of their neighborhoods across the US, Canada, Australia, Japan, and Germany. We enable local businesses to meet consumers’ needs of ease and convenience, and, in turn, generate new ways for people to earn, work, and live. By building the last-mile logistics infrastructure for local commerce, we’re fulfilling our mission to grow and empower local economies.
About our inclusive benefits:
DoorDash’s mission to grow and empower local communities comes to life when we invest in bringing people together, physically and virtually. We’ll build around that by reimagining our offices and introducing compelling and collaborative in-person experiences that meet our various teams’ needs.
Heya, we’re Elastic. We help everyone find what they’re looking for. We offer solutions for enterprise search, observability, and security that are built on a single, flexible technology.
Elastic is the leading platform for search-powered solutions. We help organizations, their employees, and their customers accelerate the results that matter. With solutions in Enterprise Search, Observability, and Security, we help enhance customer and employee search experiences, keep mission-critical applications running smoothly, and protect against cyber threats.
Delivered wherever data lives, in one cloud, across many clouds, or on-prem, Elastic enables organizations worldwide to use the power of Elastic, including Netflix, Uber, BBC, Microsoft, and thousands of others.
About our inclusive benefits:
Elastic was built on a foundation of being free and open, which trickles down to how we work. We’re a distributed organization and have been from the beginning. Being distributed isn’t just a way of doing business—it’s a mentality that is at the core of our culture.
As a distributed company, diversity drives our identity. Whether you’re looking to launch a new career or grow an existing one, Elastic is the type of company where you can balance great work with great life. Your age is only a number. It doesn’t matter if you’re just out of college or your children are
we need you for what you can do.
We strive to have parity of benefits across regions and while regulations differ from place to place, we believe taking care of our people is the right thing to do.
- Competitive pay based on the work you do here and not your previous salary.
- Fully paid health coverage for you and your family, in many locations.
- Ability to craft your calendar with flexible locations and schedules for many roles.
- Generous number of vacation days each year, plus 20+ additional shut it down days.
- Double your charitable giving - We match donations 1:1 up to $1500 USD (or local currency equivalent).
- 40 hours each year to use toward volunteering with organizations and causes you’re passionate about.
- Embracing parenthood with minimum of 16 weeks of parental leave.
Ethena is a compliance training platform with intuitive and powerful admin tools, built to make training easy, engaging, and effective. Our mission is to build ethical and inclusive teams.
About our inclusive benefits:
We are a fully remote team and have a monthly spend of $100/month so team members can meet up IRL.
Our employees have the option to swap out a federal holiday for a religious/cultural holiday, i.e. working President’s Day and instead taking off for Diwali
Feedback Fridays, currently every other week dedicated in part of our embracing feedback value and culture. We have a feedback framework so feedback is actionable and equitable and allows transparency between peer to peer, peer to manager, and manager to peer.
We do bi-weekly team activities focused on celebrating heritage months, personal and professional development, team bonding, and overall growth and connection.
We take work-life balance extremely seriously. Just because we’re a startup does not mean we need chaos and long days. While some weeks are busier than others, most employees average 40-45 hours worked per week. We don’t micro manage people’s schedules — if you need time off in the middle of the day for school pick up, a trip to the vet, or a long lunch with friends visiting from out of town, take it. As long as you get your job done, you’re free to schedule your own breaks in the way that works best for you. If an employee consistently works 45+ hours, we take that as a sign that it's time explore whether there's an underlying issue: efficiency, bandwidth, etc.We strive to be mindful of other people’s schedules — if you’re answering emails at night because that's what works best for your schedule that day, schedule your emails to go out in the morning so no one feels pressured to answer you while they’re recharging.
We aim to prioritize a diverse, inclusive, and equitable approach in everything that we do. That includes things like: How we recruit, how we work with each other, the ways in which we lead for success, our client and vendor partnerships, our benefits offerings, and more. It also means that every employee is responsible for doing their part to contribute towards our goal of fostering a diverse, equitable, and inclusive environment.
Fenway Group provides technology services from our Centers of Excellence located across the United States. Our service lines deliver the capabilities and scale necessary to drive time-to-market solutions, with a focus on quality with favorable economics.
Our business model is innovative, original, unexpected, and fresh. It invokes the response, "Isn’t that clever? What a great idea! When can we get started?"
Fenway Group is where smart people are doing interesting things with a social impact. We leverage technology to drive results for our clients while contributing to the betterment of society.
About our inclusive benefits:
At Fenway Group, our mission is to develop the next generation of technologists.
We nurture an inclusive and welcoming environment through leadership, strategy, and our mentorship methodology. Our associates are empowered with the technical, functional, and behavioral skills to make and be the difference.
Our culture is fostered by our direction and connection. Direction is about our people being emotionally bought into what we are striving to achieve. Connection is about our people feeling they are being appreciated while doing something meaningful.
Next-generation technologists take form through the mentorship methodology resulting in the realization of 100% placement into high-quality jobs.
Foodinjoy remains steadfast in bringing the world of food shopping and cooking at fingertips to our today’s digital consumers. It should no longer involve tireless mystery shopping and cumbersome recipes. We are on a mission to enable sustainable retail in the process.
At Foodinjoy, we are on a mission to improve the quality of life on Earth by solving one problem at a time. We are trying to reimagine food shopping and cooking for today’s digital consumers and enable sustainable retail in the food and drinks sector. The award-winning app helps to save money by providing offers information on 50,000+ grocery products and where to shop in the locality across UK. It also has a selection of over 3500+ curated recipes by easy-to-select filters and ingredients. In addition, the app helps track your daily steps without the need of any smartphone to boost fitness and reduce carbon footprint.
About our inclusive benefits:
We are all about empowerment and sustainability. Empower to innovate, to choose, and to have long lasting impact. We are all in this journey together with our employees, as we grow and reach our full potential. Diversity and inclusivity is core to our company’s DNA.
We strongly believe that neither everything happens within the four walls of workspace nor ideas come at fixed operating hours. To reimagine a sector or disrupt a status quo, innovation can come anytime.
Hence we became 100% fully remote with flexible working hours. We went further to offer 32-hour working week. This also helps in balancing work and life and employees can take care of their family while productivity increases rapidly.
We provide 25 days paid annual leave over and above the local public holidays as we believe everyone needs a break to reflect, rejuvenate and enjoy life.
We allocate budget for self learning, attending conferences and meet-ups for professional development to ensure we can harness the diversity in thoughts.
We constantly discuss with our teams to evaluate whether the benefits are working or not and act accordingly to cater to their aspirations.
Frontier Psychiatry, PLLC, an all-telehealth practice founded in 2019, hosts the region’s largest team of general and sub-specialty psychiatric providers. Frontier Psychiatry’s mission is to make timely psychiatric care available to all Montanans by 2025. Their team has the training and expertise to serve patients with both general and specialized needs: they offer specialty services in addiction medicine, child & adolescent psychiatry, geriatric psychiatry, military/veteran psychiatry, and neuropsychiatry, along with serving general adult psychiatric needs.
About our inclusive benefits:
We offer a suite of competitive workplace benefits including paying 100% of the monthly premium for base medical, dental, and vision insurance. We also offer a 401(k) with a 3% company match and PTO/Sick time. As part of our PTO policy, employees are eligible to take their birthday off (or another day the month of their birthday). Finally, we are a remote-first organization and offer great flexibility when setting schedules and completing work.
FullContact is a privacy-safe Identity Resolution company building trust between people and brands. We deliver the capabilities needed to create tailored customer experiences, improve ad targeting along with measurement as well as improve identity verification and fraud solutions by unifying data and applying insights in the moments that matter.
About our inclusive benefits:
We offer 26 paid holidays off on top of 10 sick days and unlimited PTO. The 26 paid holidays off includes half day Fridays in the summer and the week between Christmas and New Years off. this really helps promote a solid work life balance. On top of that we offer a paid vacation bonus where we'll give you 2k on your first and second year, and then after 3 years it bumps up to 7k every year to take your dream vacation!
We empower clients every day through innovative, purpose-built technologies and solutions to deliver great health and human services outcomes. Our IT solutions support the delivery of vital public health and human services programs to the communities our clients serve. Today we are a market leader recognized for service excellence coupled with unparalleled expertise, IP and strong connections with our clients and policy decision makers.
About our inclusive benefits:
At Gainwell, caring for employees’ health, family and financial future are important to us. We are a progressive company that offer a comprehensive benefits package to address employees’ personal and family needs.
• Comprehensive health benefits, including medical, dental, vision, disability, and life insurance with eligibility on day one
• Flexible PTO
• 401(k) match and savings plan
• Access to financial counseling
• Remote work opportunities
• Company-sponsored health & wellness programs
• Tuition reimbursement
• And so much more
Health & Wellness
Our broad range of well-being programs helps you get the most out of life. From fitness, relaxation, and nutrition classes, our employees have available a wide range of benefits that support a healthy, happy life. We also believe in working hard and playing hard. We offer several opportunities for friendly challenges and workshops that get employees interacting with their colleagues across the organization encouraging fun, collaboration, and camaraderie.
We build magical products to delight our customers, and we do it while taking care of each other. We hire people who are outstanding at what they do, who thrive in tight-knit teams, and who want to make things that make a difference. Together, we've built a product we're exceptionally proud of, and the reward has been incredible growth.
We work together because we believe in the power of creativity. We believe we can bring about a future where anyone can print anything.
About our inclusive benefits:
We came to Glowforge knowing it wouldn’t be “just a job”. We’ve all chosen to work together – and we want to make that experience amazing.
Some of that is about our benefits. We have outstanding medical, dental, and telehealth, and we pay 100% of employee premiums. We have 6 weeks of flexible holidays and vacation, and the right equipment to work effectively from home - including taking home a Glowforge printer.
We pay for our employees medical dental and vision. We also have our flight to safety program which allows indivials to get medical care they need away from where it may be prohibited by law.
Some of that is how we operate. We were one of the first companies to head home during the COVID disaster. Our Chief of Staff, Dr. Therese Seldon, has a background in infectious diseases and ensures that we have the latest scientific data available to keep us safe. Our labs and offices are run safely for those who work in person, and the vast majority of our team are fully remote.
Some of that is how we work together. Glowforge feels different from most companies in that people are always there to lend a helping hand. Every week, there are dozens of folks saying thank you to each other for the amazing help and collaboration they provided. Every day, we experience that alignment of care and purpose together.
Finally, it’s how we come together. We meet weekly as a company to share stories, teach each other instruments at virtual lunch, play boardgames together in the occasional evening, and make the most of being remote from each other - together.
Grabango is the leading provider of checkout-free technology for existing, large-scale store chains. Grabango delivers a next-generation shopper experience and is the only enterprise-class, checkout-free solution on the market today. The Grabango platform is a fault-tolerant, edge computing network that accurately processes millions of simultaneous transactions. The system places no limits on who can enter the store, what can be sold there, or how the shelving is configured.
About our inclusive benefits:
Here at Grabango, diversity and inclusion is more than policies, programs, or headcount. We promote diversity, equity, and inclusion in the workplace by fostering an environment that welcomes all. We have employee resources groups, unconscious bias trainings, culture ambassadors, DEI working group, and many things that go on to make sure Grabango is a safe space for anyone who walks into our door.
The Diversity, Equity, & Inclusion (DEI) Working Group at Grabango is an advisory and focus group that shares ideas and provides insight to management on the workings of the company as they relate to our shared values of Diversity, Equity and Inclusion. It is comprised of members who have primary job responsibilities in other positions throughout the company. Drawing from their particular experiences and observations and from a common investment in the future of the company, the members of the DEI group provide feedback to leadership, surface concerns and develop initiatives to help the company not just meet but exceed its ethical expectations. The DEI group encourages all employees, inside or outside the working group, to take the initiative on elevating concerns and developing ideas that are important to them, and seeks to support those efforts.
Grabango’s employee resource groups provide support, enhancing career development, and contributing to personal development in the work environment. Our current employee resource groups are Women of Grabango, Veterans of Grabango, Pride Network, San of Grabango, Latinx at Grabango, Grabango Parent Network, Black Network of Grabango, and lastly Grabango Asian Network.
The culture ambassador's are a group of individuals at Grabango from all different departments and teams whose goal is to articulate and model Grabango's values, and ensure the culture is inclusive and steadily moving in the right direction. We will meet to identify, discuss, and plan ways to promote and to drive the desired culture throughout the organization. The culture ambassador's are involved in a number of initiatives at Grabango including welcoming our new hires and being the go-to source for all things culture related as well as organizing company events that spotlight diversity and inclusion. Overall our ambassadors will act as culture representatives for Grabango!
Grabango is committed to providing employees with a comprehensive benefits that will promote employees’ wellbeing and a diverse and inclusive workplace.
Greenhouse is the hiring software company. We help businesses become great at hiring through our powerful hiring approach, complete suite of software and services, Hiring MaturityTM methodology and large partner ecosystem – so businesses can hire for what's next.
Greenhouse has 600+ employees around the world supporting over 6,000 customers. Some of the smartest and most successful companies like HubSpot, Buzzfeed, J.D. Power, Booking.com, Scout24, and The Knot Worldwide use the Greenhouse hiring software platform to improve all aspects of hiring, helping them to attract top talent.
About our inclusive benefits:
Greenhouse operates with a people-first philosophy. Our priority is ensuring our employee’s well-being comes first and that they feel fully supported. Being a people-first organization means everything from decision-making to day-to-day operations are done with our employees in mind. After all, they’re what make Greenhouse possible.
Greenhouse offers medical, dental and vision coverage where employees have the ability to opt into a variety of plans that suit their needs. If the employee decides to opt-out in any of the plans, Greenhouse offers a $200/month allowance for those who choose to waive medical coverage.
In addition to medical, dental, and vision benefits we offer 401K through Betterment. You can contribute both pre-tax and ROTH options for savings through Betterment, which provides a great balance of customer support between their online portal and in-person consultants. All U.S. based employees can receive a dollar for dollar match to their 401(k) contribution, up to 2% of their base salary with no waiting or vesting periods. Dublin and non-US employees have retirement benefits that are comparable and standard for the local market.
Greenhouse also has an unlimited PTO policy where we expect employees to take at least 3 weeks of vacation per year. Work-life balance is paramount to success in the lives of employees and without employees achieving success in both their work and personal lives, the mountain to success for our organization is much steeper.
Additional perks are:
Short-term and long-term disability
Employer-paid life insurance
Employer-paid UrbanSitter membership (UrbanSitter offers a variety of caretaker services ranging from background-checked sitters and nannies to tutoring, pet care, senior care and more)
Work-from-home stipend of $1000 USD with an annual renewal of $500 USD
Learning and development/wellness (Grow) stipend of $500 USD per year
Monthly cellular and Wifii reimbursement
Parental leave of 16 weeks with no waiting period
Fertility & adoption perks
Access to the Modern Health platform (Modern Health offers employees a flexible suite of mental wellness offerings including coaching and therapy)
Recently, we wrapped up our yearly virtual wellness fair. Each year, Greenhouse offers its employees the opportunity to join a variety of wellness sessions with experts sharing insight and knowledge on remaining healthy while working. This year, sessions included From Burnout to Balance focusing on education, connecting you with one another, and practical strategies to combat burnout's physical, social, and emotional strain, Reclaiming Rest & Restoration discussing the challenge in creating work-life balance, exploring guilt related to prioritizing the self and exploring new ways to honor our obligations to other and ourselves, and mindful meditation session guiding attendees on incorporating meditative practices into day-to-day life.
Aside from our general company benefits, we establish a sense of community and belonging within Greenhouse to ensure our employees feel seen and supported. One way we do this is through our Arbors. More commonly known as Employee Resource Groups,. Arbors infuse the organization with inclusion, diversity, equity, and allyship creating optimal conditions for everyone to grow. Greenhouse currently has seven Arbors:
Blackhouse - Connect, encourage and support Black employees through a safe and supportive community
Fullhouse - Advocate for a culture that is designed to create awareness for caregivers, provide a supportive community, and enable strategies that fosters informative and actionable programming/events, recruitment, career development, and community building.
Jadehouse - Connect Asian- and Pacific Islander-identifying employees (API) through a safe and supportive community and and build relationships with other Greenhouse ERGs through organizing events
Rainbowhouse - works to create safe, welcoming environments for LGBTQ+ employees (and their allies) to get to know each other and to support internal networking and mentorship opportunities.
Verde - Connect and encourage Latinx/Hispanic employees and allies through a safe and supportive community
Trellis - a community to provide support to folks with disability and generate more awareness on how we can become allies
WomenGrow - To grow and advance women at Greenhouse through community, mentorship, and advocacy.
Powered by machine learning, Hyperscience provides the most accurate intelligent document processing platform on the market. By combining artificial intelligence with a human-centered approach, Hyperscience elevates business processes to a higher level—unlocking actionable knowledge with unrivaled precision.
About our inclusive benefits:
No matter what an employee’s stage of life is, Hyperscience offers a flexible and human-first approach to meeting employee needs. Company benefits and perks offerings aim to keep employees healthy and thriving, no matter what situations arise in their personal lives.
Hyperscience's core value of Work-Life Flexibility understands that everyone has unique circumstances. Supporting and nurturing employees' collective health and well-being as they navigate life is key to bringing their best to work and building an amazing company and product.
Company benefits and perks include reimbursable stipends for the gym, support for mental well-being, excellent reproductive health coverage, dependent care reimbursement that covers education and child care, and elder care and support. Paid time off, leave, and holiday policies are generous and allow everyone time for mental and emotional renewal.
401(k) Match and Pension (where applicable)
Paid Time Off - We offer up to 30 paid personal days per year.
Sick Days - Unlimited sick days
Bereavement - Our policy is simple, we encourage employees to take the time they need.
Paid Voting & Election Volunteering Time - At Hyperscience, we believe that employees should be supported in their efforts to vote and act as citizens supporting the elections process. Hyperscience provides all employees paid time off for election day(s) to vote and/or volunteer in support of elections at the federal, state, and local levels (as needed).
In partnership with Modern Health, our global population has access to comprehensive mental wellness benefits and personalized resources for their well-being, including therapeutic sessions and coaching sessions annually, per employee and dependent.
Fitness Reimbursement - Hyperscience provides employees a monthly reimbursement for gym membership, workout or fitness classes, gym equipment, and ongoing fitness subscriptions.
Dependent Care Reimbursement (post-tax) - Hyperscience is dedicated to supporting our employees who are also caregivers by ensuring that all have access to high-quality care for their dependents (children or elderly relatives). We understand the stress of coordinating care for loved ones and the financial burden of that responsibility. Our goal is to mitigate stress by providing this benefit which reimburses dependent care expenses for eligible dependents of eligible employees.
Wellthy @Work and Sequoia Wellness Bundle - US employees have access to a range of well-being benefits, including:
Wellthy caregiving concierge service supports employees and their families with complex and ongoing care needs by taking the logistic and administrative burden off coordinating care for loved ones. Families are matched with a dedicated Care Coordinator who helps find medical providers, schedule appointments, identify the right in-home aide, handle a move into a living facility, contest medical bills and claims, organize medical records and medication lists, and more.
Gympass: Live and on-demand virtual fitness classes, personalized nutrition plans, access to deep-dive meditations, mobile financial well-being support, and more.
Carrot: Unlimited access to fertility experts, curated educational content, and exclusive clinic discounts.
Galileo: Access to medical expertise through Galileo incorporates best-in-class thinking with a thoughtful, personalized approach virtually.
Headspace: Access to Headspace’s entire video library, including videos to support better sleep, relationships, parenting, and more.
Physera: Unlimited virtual physical therapy support through certified trainers, including a home support kit of bands.
Quit Genius: Well-rounded support to quit smoking or address other addictive behaviors. The service includes a health coach, nicotine gum and support kit, and online educational resources.
Spring Health: Receive four virtual visits with therapists in the Spring Health network and white glove support to find continued therapy.
Perk Spot: Access to pre-negotiated, best-rate guaranteed discounts on products and services.
Sofi: Easy and comprehensive solution to help build financial well-being.
XP Health: A virtual-first eyewear platform providing AI-powered personalized glasses recommendations at lower costs.
Innovid (NYSE:CTV) powers advertising delivery, personalization, measurement, and outcomes across linear, connected TV (CTV) and digital for the world’s largest brands. Through a global infrastructure that enables cross-platform ad serving, data-driven creative, and measurement, Innovid offers its clients always-on intelligence to optimize advertising investment across channels, platforms, screens, and devices. Innovid is an independent platform that leads the market in converged TV innovation, through proprietary technology and exclusive partnerships designed to reimagine TV advertising.
About our inclusive benefits:
We aspire to make diversity more than a mandate — it fuels our best ideas, provides perspective, and builds accountability. We donate to social justice causes ($68,000+ in 2020 & 2021) ($114,000+ in 2021 & 2022), recognize Juneteenth as an official U.S. Holiday, increased our U.S. paid maternity leave, and joined the IAB DEI initiative.
In an effort to support Asian American, Black and other diverse and multicultural employees at Innovid, we launched our DEI program. We developed and implemented an ERG infrastructure. Additionally, we highlight cultural holidays that our employees identify with in our town hall meetings.
We believe that diverse backgrounds, cultures, and experiences are the building blocks for creativity and innovation. Every employee, no matter the seniority level, understands our culture of inclusion. We continue to be successful in our diversity and inclusion efforts because we’re committed to ongoing compensation audits, creating pathways for advancement, training and transparency. In addition to creating a diversity, equity and inclusion taskforce, Innovid focuses on providing educational resources, creating safe spaces, and honoring cultural moments like Pride, heritage months, holidays and more. Innovid’s focus is ensuring that its workforce reflects the cultures, experiences and demographics of the industry, and by extension, the world.
We also recognize that real change is needed not only within day to day business, but within the broader community as well. So we are focused on partnering with the advertising community to foster diversity in programming, best practices, education and mentorship. We also give employees paid time off for volunteer work, allowing them to promote causes that are closest to their heart.
To promote mental health and wellness, the company offers virtual meditation and yoga sessions, paid mental health days, time management and goal setting sessions, cooking classes and challenges, pet focused content, parenting support resources, career building resources, and more. Our health insurance Cigna, provides us with a yearly stipend to be able to provide wellness events for our employees. Innovid offers an EAP providing an array of tools and services designed to help you manage and achieve a healthy work/life balance.
Founded in 2009 by leading scientists in aging, genetics, and biometric data from MIT, Tufts, and Harvard, InsideTracker is a personal health analysis and data-driven wellness guide, designed to help you live healthier longer. InsideTracker transforms your body’s data into knowledge, insights, and science-backed action plans of nutrition, fitness, and lifestyle recommendations. Our mission is to improve the healthspan of people everywhere so they can enjoy healthier longer lives - adding life to their years and years to their life.
About our inclusive benefits:
Our benefits include:
- Free biometric testing for all employees so they can take control of their lifespan and monitor their health from the inside out.
- Free Headspace account: All employees have access to a free Headspace account for meditation, mindfulness, relaxation, and other overall wellness resources.
- Our medical plan offers domestic partner coverage, not just legal spouses.
- Remote work is available for all employees.
InterDesign is a housewares design company founded over 45 years ago with a core goal in mind—to offer organizational and home décor solutions that help consumers live simply and beautifully. We design products that provide storage solutions for organizing your everyday living spaces, including the bathroom, kitchen, pantry, closet, laundry room and more. InterDesign is based in Solon, Ohio, and has grown to be a global leader in housewares with distribution facilities in Northeast Ohio, Europe, China, and Japan. We sell to over 100 countries across multiple continents.
About our inclusive benefits:
iDesign prides itself as being a top workplace destination for high performing individuals. With that, the People Operations team at iDesign is continually researching and investing in new, innovative ideas to provide its employee base.
In 2022, iDesign offered the following new inclusive benefits for employees to support all stages of life:
Support for all
Enhanced Medical Options – iDesign now offers a Health Savings Account (HSA) plan to their employees. This provides another option to employees to support individual family needs. The company will also make a generous contribution into the HSA account for those employees that select this option
Support for parents
100% paid parental leave – this enhanced, inclusive benefit offers 100% parent leave to both parents for the birth or adoption of their child
Support for aging family members
iDesign partners with The Benjamin Rose Foundation to offer a ‘Care Giver Support’ program to those employees managing items related to aging family members
Support for those planning for retirement
iDesign enhanced its 401k offering to those employees planning for retirement by adding a Roth 401k option to the plan and in-service 401k distribution for those at age 59.5
Support for employees on-site
iDesign offers a few medical options and provides employees work time to participate in those offerings. Mammograms were offered on-site and free of charge to all employees enrolled in medical coverage. Additionally, the company offered an on-site dental service, available to all employees.
Additionally in 2022, iDesign’s People Operations and IDEA (Inclusion, Diversity, Education & Awareness) Team focused on a few strategic initiatives to increase awareness, diversify hiring sources and enhance the employee experience.
iDesign’s employee lead IDEA team had a hyper focus on women in the workplace. The team assembled a subcommittee to plan the companies first ever ‘iDesign Women LEAD Summit’. The summit was a half day event, open to all iDesign employees to attend, with pay. The event had 4 external, women speakers. Each speaker was an executive in a local company. The event focused on women empowerment, support and excelling at work. The event had such great response from the employees that Women LEAD will be formed as a new Employee Lead Resource Group and they will host the event again next year.
Diversify Hiring Sources
iDesign’s employee lead IDEA team had a hyper focus on a second initiative - supporting, hiring, and showcasing their own veterans. On July 15th, their recruiting team attended a Breaking Down Barriers event in Downtown Cleveland geared to attract veterans. Following the recruiting event, the team hosted a luncheon for their employees on July 25th, National Hire a Veterans Day. To wrap, on Veterans Day, the iDesign video team created a video montage highlighting iDesign veterans and their families.
Additionally, the iDesign People Operations team has partnered with the City of Solon to explore partnerships for transportation options. With a tight hiring marketing, iDesign is using our-of-the-box solutions to recruit and retain employees. These transportation options could reduce bus riders commute form 2 hours to 45 minutes.
Enhancing Employee Experience
Through iDesign’s Leadership Series, which provides specialized training to manager and supervisors, the team provided cultural awareness training. This training covered topics related to cultural sensitivity, managing across multigeneration, empathy in the workplace and being an inclusive leader.
One last strategic initiative iDesign has been focusing on since 2020 is global sustainability. iDesign’s goal is to transition all current plastic products to recycled plastic by 2025. This year alone, the product transition at iDesign will help divert 10 million pounds of virgin plastic from landfills to repurpose for current and new product offerings at the company. The company is investing in the future of our planet by reimagining single use plastics into new recycled plastic products. ID Renew is the same quality, clarity and functionality that consumers come to expect from iDesign, now made with a foundation of 100% post-consumer recycled plastic. iDesign is repurposing used or discarded materials by recycling and transforming them into beautiful organization solution.
Justworks is an HR technology company providing small businesses access to benefits, payroll, HR tools, and compliance support — all in one place.
Justworks exists to help people realize their potential. This is our shared purpose and we seek to achieve it in three distinct ways.
First, we help people realize their potential by working towards our mission of helping entrepreneurs and businesses grow with confidence. These businesses create jobs, strengthen communities and spur innovation. They are an important part of our economy and our society.
Second, as we work towards our mission, our people learn, grow, and develop. Justworks is a place where no matter what you believe in, what you look like, or where you come from, you can apply yourself, embrace our values, and grow both as a professional and as a human being.
Finally, through Justworks.org, we aim to create more equitable access to entrepreneurship. To achieve this, we have committed 1% of the company’s equity and profits to removing unfair barriers for underrepresented entrepreneurs. This is good for our business and good for the world.
About our inclusive benefits:
A big part of what makes all of this possible is the extraordinary engagement we have within our company and the investments we make in our people. Here are some highlights for Mogul’s consideration.
Diversity hiring and advancement practices:
Justworks is committed to building a diverse, inclusive team where people can bring their whole selves to work.
In our recruiting efforts, we partner with organizations like Project Basta, Tech Ladies, Techsgiving, build connections with BIPOC communities at events like AFROTECH, and engage with sourcing channels on Slack such as Blacks In Technology, Techqueria, Sistas in Sales, LatinXs Who Design, Tribaja, Where are all the Black designers?, and Hire Black Now help to ensure we reach a diverse candidate pool of top talent. Our commitment to diversity, equity, inclusion and belonging is woven into our hiring practices in both the questions we ask and who is involved in the interview loop.
We aim to be a leader in the industry by transparently holding ourselves accountable for our representation and culture of inclusion by sharing our progress. At the end of 2022, we will publish our inaugural Diversity, Equity, Inclusion, and Belonging (DEIB) report and begin releasing our DEIB data on an annual basis.
Inclusive company benefits
Justworks has an inclusive benefits program that allows employees to find what works best for them and their families. Our “Total Rewards” approach includes competitive cash compensation, equity for all employees, wellbeing benefits, and pathways for professional development.
We pay at or above market value, recognizing that changing market conditions require constant benchmarking. We are committed to equitable pay practices, and regularly review employee pay and company practices accordingly.
Shared ownership makes us all better. We want every Justworker to have a stake in the company they work every day to build. All Justworks offer letters include equity, and employees can continue to earn more over time with promotions and tenure.
Justworks has an employee wellness program called JustBeWell focused on 4 pillars of wellbeing: physical health, mental health, social wellbeing, and healthy work habits. Through this program, Justworks employees have access to the following:
- Free Premium Headspace membership, a meditation and mindfulness app
- Quarterly financial wellness webinars and access to 1-on-1 Financial Coaching from The Financial Gym
- Bi-annual “Oxygen Days” – dedicated mental health days with a self-care stipend
- Weekly Wednesday meditation
- Annual Citibike membership
- Workshops on mindfulness, nutrition and more
- Employer contribution for ClassPass plans
In addition to these wellbeing benefits, Justworks offers top notch medical, dental and vision insurance – including some at $0 to the employee. Plus, FSAs, HSAs, commuter benefits, and employee assistance support via Health Advocate. The medical plus plans include free annual membership to One Medical and access to Kindbody for women’s health and fertility.
Personal and professional growth
Justworks places an emphasis on professional development for all employees, from entry to executive level. Justworkers can enroll in ExecOnline courses and earn certification from leading institutions like Yale and Dartmouth. For those looking to sharpen their skills in SQL, Excel or other software, Justworkers can turn to Udemy and choose from thousands of courses. A diverse set of Justworkers have graduated from BetterUp coaching and all managers are enrolled in a proprietary development program called JustManage University.
Progressive workplace resources
We celebrate and build inclusion and community at Justworks through our Employee Resource Groups (ERGs). Justworks currently has eight ERGs, creating a space for everyone and their allies. The ERG leaders are compensated for the critical work they do in their community at Justworks. The company regularly offers opportunities for Justworkers to invest in their anti-racism education, like cultural immersions hosted by LCW or short film reflections through Film Forward.
We are a hybrid work environment driven by team agreements, balancing our value of Camaraderie with the flexibility of remote work.
KnowBe4, the provider of the world's largest security awareness training and simulated phishing platform, is used by tens of thousands of organizations around the globe. KnowBe4 enables organizations to manage the ongoing problem of social engineering by helping them train employees to make smarter security decisions, every day.
About our inclusive benefits:
KnowBe4 offers many fantastic benefits to employees, including benefits based around financial security, health and wellness, professional development and much more. All of our benefits focus on developing better working conditions for employees and creating a safe, supportive, sane, and fun workplace that truly cares for the wellbeing of all employees. Our amazing perks include:
Our competitive salaries allow employees to provide for themselves and for their families. We are constantly monitoring the cost of living and inflation, increasing our salaries to match. While this is typically done on a yearly cadence, our CEO recognized the need to do an additional cost of living adjustment in the middle of this year, so employees around the globe received an unexpected raise to offset the effects of rising inflation impacting the world. Even employees who had just signed offer letters for employment were given a raise before starting their first day at KnowBe4! Our financial benefits include 3.5% 401k matching, company-wide monthly bonuses up to $2,000 a month based on company performance, and employee referral bonuses. KnowBe4 also offers fully paid medical insurance, vision and dental plans, and an FSA.
In our offices, organic fruit is delivered weekly, workout classes are hosted every Tuesday, and massages are available every Thursday. With a predominantly remote and hybrid workforce, we make sure all employees are able to maintain a healthy lifestyle even while working from home. For instance, we have hosted wellness fairs to communicate well being information to all Knowsters (KnowBe4 employees). While our most recent fair was virtual, it was still an amazing success. The fair had over 40 virtual vendors, with a 65% participation rate from employees.
We also host several fun challenges throughout the year that encourage all Knowsters to stay active and healthy. Sizzlin’ Summer is a fun three-month challenge where employees track their activity, and at the end of the challenge, KnowBe4 gives out big prizes to those who participate. For instance, last year’s winners went home with major prizes, including a paddleboard, a road bike, an air fryer, Apple Watches, and more!
Another great challenge is the Biggest Loser, a program that takes after the TV show of the same name. It challenges KnowBe4 employees to lose weight during a period of time. This past year, our program participants surpassed their goals and lost an average of 12% of their body weight! Through this program, we have created a community of health-minded individuals who work together and share ideas to promote ongoing healthy lifestyles even beyond the fitness event.
STEPtember and Biketober are other great challenges that many Knowsters participate in! STEPtember tracks employee steps throughout the month of September. Can you believe that Knowsters walked over 12,000,000 steps in 30 days last year? Biketober tracks how many miles Knowsters bike throughout the month of October! Last year alone, Knowsters biked over 5,300 miles. These challenges are a great way to keep employees motivated and moving! These programs show the dedication KnowBe4 has to encourage employees to stay healthy.
Employees also have free memberships to ClassPass, the world’s largest fitness membership app, which allows employees to attend gym classes and wellness experiences in-person and virtually. In addition to ClassPass, we offer unlimited access to Peerfit, a platform that connects companies and their employees to networks of fitness studios, gyms, and streaming services. We also offer several equivalent services in countries around the world, so Knowsters can stay fit no matter where they are working.
Employee Resource Groups
KnowBe4 offers 6 incredibly supportive Employee Resource Groups (ERGs) with more on the way. Currently, these groups are Women In Technology, Knowster Parents, LGBTQIA+ ERG, VAMOS! (our Hispanic/Latinx ERG), the Black Knowsters Network, and the Military & Veterans Resource Group. These groups help to promote change within the organization, provide a voice for members within the company, and offer educational and volunteering opportunities for our employees. The ERGs are open to all KnowBe4 employees - individuals who identify with the community, allies, and anyone wanting to learn more. Knowsters are encouraged to be active members of ERGs that represent their intersectional identities, allowing time each month to participate in various ERG activities and meetings. KnowBe4 also works closely with ERG leadership to include educational videos and articles in our company-wide daily meetings, communication channels, and social media. Education is a core value at KnowBe4, and our ERGs are an important vehicle for promoting a more understanding and inclusive workplace.
Inclusive Career Pathways
KnowBe4 has four unique career programs designed to look beyond the typical skill requirements that are highlighted by the standard hiring process and instead invest in human potential. These “Career Pathways” aim to find talent with different backgrounds, skills, and experiences and to give participants all the tools and support they need to be successful in their careers. KnowBe4 currently offers four Career Pathways: JumpStart, CodeStart, ReStart, and NewStart. These pathways are each meant for a unique audience, including recently separated veterans, individuals from underrepresented communities looking to get their first big career break, and individuals looking for a fresh start in a new career field. Each pathway offers participants a fully paid position on KnowBe4’s Technical Support, Customer Success, or Quality Assurance Engineering teams. Participants are able to build their professional portfolios, earn industry certifications while they work, and get all the fantastic perks of being a part of KnowBe4!
KnowBe4 offers 8-weeks fully paid parental and adoption leave in the United States and competitive leave for our global offices, breast milk shipping for traveling parents, adoption assistance, and support through our Knowster Parents Employee Resource Group. Most recently, the Knowster Parents ERG was able to add a bereavement policy for families suffering from miscarriage. This is one example of KnowBe4’s continuing efforts to provide more inclusive benefits.
We recognize that not everyone was given the same access to quality educational opportunities, and we aim to create an environment of growth and continued learning for everyone. Knowsters are encouraged to spend five hours a week learning a new skill or expanding their knowledge. KnowBe4 proudly offers tuition reimbursement of up to $5,250 a year, and employees can take advantage of certification completion bonuses of up to $10,000 a year plus reimbursement for any materials for the certification. KnowBe4 also has an internal scholarship in partnership with #GirlsClub to provide women with 6 months of leadership training and networking opportunities with other women in sales.
Flexible Workplace Options
We recognize that the standard work day isn’t for everyone, so we offer flexible scheduling in addition to remote, hybrid, and in-office working options. Whether in the office or at home, all employees have access to ergonomic desk and chair options so that employees can comfortably work their best!
For our Knowsters that work from the office, we focus on creating a safe and welcoming workplace with plenty of ways for Knowsters to take mental breaks. Our relaxed dress code states, “if you don’t get arrested on your way to work, you are good to go!” This allows employees to come to work in clothing that makes them feel comfortable and represents their unique personalities instead of forcing everyone to wear formal clothing. At the end of every month, we provide catered meals for employees and ensure we always include options for those with different dietary restrictions, such as vegan and gluten-free. There is a game room with a ping pong table, basketball, classic arcade games, and massage chairs where employees can take a break throughout the day to unwind. We feel this is important for supporting the overall wellbeing of all employees.
In the United States, we offer open paid time off, which allows employees the freedom to take time off when they need it most! And in our other global offices, we offer very competitive time-off policies in accordance with local laws and regulations. This amazing benefit encourages Knowsters to take time for their mental health so that they can be their best selves at work and at home.
Volunteer Paid Time Off
Employees are encouraged to volunteer 8 hours per month for an organization of their choice. This gives Knowsters the time to be able to support causes they are very passionate about, which is both energizing and empowering it is a way to care for the world and our team’s mental health at the same time!
Activities have included movie nights, beach days, family mingles, evening boat cruises, virtual trivia and game hours, and our annual private holiday party at Universal’s Islands of Adventure theme park. We think providing these activities is essential for caring for our employees as it gives them mental breaks, time to recharge, and opportunities to bond with team members.
KnowBe4 offers several amazing mental health benefits that all employees can take advantage of! The Employee Assistance Program is a personal counseling service that helps our Knowsters manage any problems they are experiencing and achieve a healthy work/life balance. It is completely confidential and paid for by KnowBe4. The professional counselors can provide support, counseling, and coaching over the phone or by email, and refer you to a therapist near your home or workplace. In addition, KnowBe4 also has a life coach that offers guidance sessions including anxiety, depression, ADHD, relationship issues, domestic abuse, money management, career choices, organizational and time management skills, building self-esteem, and developing self-care, health, weight, meditation, and more!
While almost any benefit can be seen as supporting the wellbeing of employees in some manner, KnowBe4 takes it more seriously. The leadership team at KnowBe4 is committed to providing benefits that promote employees' mental and physical wellbeing during and after work. They are also committed to making KnowBe4 a more diverse and equitable workplace to this end, our leadership focuses on benefits that support a workforce with different backgrounds, identities, and needs. As we continue to expand our benefits, employee wellbeing and diversity will continue to be the two driving factors behind that expansion.
Liberty Mutual Group is an American diversified global insurer and the sixth-largest property and casualty insurer in the United States. In recent years, Liberty has prioritized diversity, equity, and inclusion in a number of ways, including resource groups, equitable interview practices, vendor application and interview data and accountability, and more.
About our inclusive benefits:
Benefits have been expanded to be inclusive of all people, values, preferences, and identifiers. They are also inclusive of all ways of growing a family, unique situations that may only impact certain groups, and multiple personal holidays are now granted so employees can take paid time off for causes and holidays that are important to them. The language the company uses is inclusive and welcoming to all, and the emphasis on a culture that actively engages in a diverse and inclusive workplace is unparalleled.
We are company founders, business builders and experts in technology, finance, marketing, government policy and regulation, who share a commitment to supporting next-generation companies and their investors. Lead by Eric Reis (author of the Lean Startup) we aim to help companies grow, while staying tru to their mission and their people.
About our inclusive benefits:
We have unlimited PTO with a three week minimum that employees must take. We offer fully paid benefits, including free access to Mental Health Care. Our company uses, and is ramping up to use, many platforms (including Mogul!) to help drive DEI initiatives. We are strong advocates for our ERGs and promote staff to openly display their chosen pronouns in all spaces.
Maze is the Continuous Product Discovery Platform powering product teams to collect and consume user insights, continuously. With solutions for participant recruitment, product research, and reporting, Maze helps teams build the habit of continuous product discovery in a platform that enables everyone to run great research.
About our inclusive benefits:
We value our team members and seek to ensure we offer benefits that our team members value and that help each team member bring their best self to work. All team members are able to book drop-in sessions and therapy courses with mental health professionals via Oliva, and we offer flexible time-off to empower people to take the time that they need to take care of themselves and their families. If our folks need a mental health day, we allow them to take it, no permission required. Some other ways that our benefits promote wellbeing, equity, and psychological safety include:
- Parental Leave: For new parents, we offer a 16 weeks paid parental leave for birth or adoption events so parents can spend time with their newest family members.
- # Maze Development Stipend: Effective for team members after their first 90 days, Maze offers $500 USD per year to be used on professional development (pro-rated for the first year).
- Bonusly: A-Maze-ings use points in order to recognize each others teamwork, dedication and helpfulness - folks can use the points you receive from their colleagues for products, cash, donate to nonprofits and many more options depending on what country folks are based.
- Healthcare Benefit: We pay for team members' full cost of coverage on our comprehensive health insurance plans worldwide. Health insurance is an essential benefit to help you have quick and convenient access to healthcare when folks need it. It is important to us that everyone has global coverage if possible so that no matter where they are working from, team members are covered.
- Flexible Lifestyle Budget: We offer a generous monthly budget for team members to spend on anything from fitness, food, fun, fertility services, housekeeping, healthcare, childcare, or anything in between!
- Time Off: Recharge and disconnect with our unlimited, flexible vacation policy. Observe public holidays according to your country and culture.
- Proper Mental Health Care: We offer free access to a comprehensive mental healthcare solution. It's completely confidential, it's free for team members and it's unlimited.
We seamlessly integrate the digital into the physical world to amplify human potential. Pioneering a wearable augmented reality platform to amplify enterprise productivity.
The modern era of AR is young. We helped create it.
In 2010, we set out to recreate the human eye in order to develop the most advanced AR technology. Countless hours of research, proprietary technology, and manufacturing facilities to create it has led to six form factors, 4,000+ patents, and Magic Leap 2 (and nearly every prestigious design award).
About our inclusive benefits:
At Magic Leap, we are proud to offer comprehensive and inclusive benefits for every eligible employee. Read the descriptions below to see how we take into consideration all types of family planning, the experience of parents & caregivers, generous options for employee leave, resources for mental health globally at no cost to the employee, competitive medical, dental, and vision insurance coverage and the opportunity for a flexible and distributed workplace where all employees feel a sense of belonging.
Magic Leap provides fully paid parental leave to employees in connection with the birth or adoption of a child for 18 weeks. For these 18 weeks our employees continue to receive 100% of their salary, benefits, and 401k matching opportunities.
Additionally, Magic Leap offers unlimited paid time off for all U.S. employees.
Magic Leap is also partnering with Origin, a financial wellness benefit that combines cutting-edge technology with unlimited 1:1 financial guidance with Certified Financial Planners – helping employees make the most of their compensation, benefits and personal finances. This is a global benefit provided to empower Leapers to plan the financial future they desire.
Magic Leap is excited to partner with Progyny to provide an inclusive family building benefit for every unique path to parenthood. Progyny’s mission is to provide a healthy, timely and supported family building journey. Through Progyny, Magic Leap is able to provide specifically designed benefits to give employees the best chance of fulfilling their dreams of family removing barriers to care so employees and their doctor can create the customized treatment plan that is best for employees. Specific Benefits include:
- Comprehensive fertility treatment coverage leveraging the latest technologies and treatments
- Unlimited concierge support through a dedicated Progyny Patient Care Advocate (PCA)
- Access to the largest network premier fertility specialists
For US medical benefits, Magic Leap pays between 81%-98% of the monthly rate (this is inclusive of employee, employee + spouse, employee + children, and employee + family plans).
We have a wide array of telehealth opportunities that span general health care and pediatric care:
MDLIVE visits are $0 copay for the PPO, HMO Plans and discounted for the HDHP Plan and Kaiser participants have a $0 copay for Telehealth visits.
Additionally, through our FSA plans we offer access to dependent care as well as commuter services in addition to the medical FSA.
Magic Leap provides both short term and long term disability benefits to employees at no cost:
- Short term disability (STD): Magic Leap pays this at 100% for the duration of the employees approved STD period of up to 13 weeks (inclusive of 7-day waiting period)
- Long term disability (LTD) is company provided and there is no cost to transition from short term to long term disability
Magic Leap contains a Global Employee Assistance Program at zero cost to the employee which provides amazing resources for mental health, parents, eldercare, and beyond (legal & financial assistance)
As mentioned, Magic Leap’s cost share is 81%-98% based on the medical plan and tier selected and, in addition, provides free dental and vision plans for employees.
We are a distributed workforce at Magic Leap, where employees are able to work remotely should their job permit (i.e. they are not required to be physically onsite to complete their work) and according to our employee engagement survey, employees rank workplace flexibility as one of the main consistent reasons for their positive ENPS.
In partnership with Cigna, Magic Leap is able tp provide healthcare coverage for all employees who identify as transgender. Understanding the challenges that those who are transgender or gender nonconforming face and knowing the importance of being treated with respect, addressed with the right pronouns and supported by people who care, Magic Leap and Cigna have placed extra emphasis on training their teams and creating programs to meet inclusive needs. These include:
Health plan coverage
These health plans provides coverage for medically necessary
treatment, which may include:
- Gender-affirming surgery
- Hormone therapy
- Required lab testing
- Behavioral counseling
- Routine medical care
Cigna’s Advocates and Case Managers are experienced with gender transitioning and can help navigate health care plans in several ways:
- Partner with the employee and their providers to help make informed decisions
- Help employees to locate medical and behavioral professionals that are right for them
- Offer education and support for employees and their health care providers
We provide several public access online resources to help educate you, your
family and your friends. At Cigna.com, type “transgender” in the search bar and you’ll find:
- LGBTQ health and disparities
- Current issues in transgender care
- Gender identity and transgender concerns
- Ways to talk with family members
- Support: Cigna is here to help you work through any issues you may be facing, including:
- Referrals to network behavioral healthcare professionals with the training to help employees on their journey
Lastly, we were proud to launch our global employee recognition program, Nectar, earlier this year to encourage positive peer to peer recognition, with awards associated to continue to nurture every employee’s wellbeing.
MPOWER Financing LLC
MPOWER Financing, headquartered in Washington, D.C., and with employees worldwide, is a mission-driven fintech company and the leading provider of global education loans. It is the only student lender worldwide that uses a proprietary algorithm to analyze overseas and domestic credit data as well as future earning potential to serve promising international and DACA students.
About our inclusive benefits:
Diversity hiring and advancement practices
Diversity enables us to be more innovative in reaching our customer base. As a global company with global customers, MPOWER must tap into a global talent pool to effectively communicate with, and serve, borrowers around the world. Our employees hail from 15 countries and speak 18 languages. We employ people of different faiths and residencies, including U.S. citizens, permanent residents, H-1B visa holders, and DACA recipients
employees range in age from early-20s to mid-60s.
Tying KPIs to DEI
MPOWER’s key performance indicators (KPIs) in hiring are designed to promote diversity, inclusion and innovation. For example, as part of our KPI benchmarks, we are aiming to fill a 50-50% ratio between men and women hires. At the moment, women make up 38% of MPOWER’s team overall
two of the five executive team members are women. By comparison, in 2021, women performed only 27% of tech jobs in the U.S.
Going deeper than gender and cultural demographics: DEI is not just a mere differentiation between men and women or ethnicities, but also different life situations. For example, at MPOWER, we also prioritize the hiring of candidates who are returning mothers and women in technology functions.
Accounting for acquired diversity: MPOWER also actively prioritizes hiring for acquired diversity, where candidates from diverse age groups, educational backgrounds, professional industry experiences and skills are looked at.
Shaping DEI initiatives in ways that will better serve our customers: At MPOWER, we serve promising international and DACA students with educational loans. Aligning with this, four out of MPOWER’s five executive team members are either immigrants or from racial minority groups. Among our 30 U.S. based employees, 19 are either immigrants or from racial minority groups.
Planting seeds for the future: We are strategically seeding our talent pipelines with more diverse candidate pools. We know the talent is out there -- we just need to cultivate it.
Investing in DEI for the long haul: MPOWER recognizes the importance of DEI in driving our social impact and our bottom line. We have recently been in talks to partner up with a third-party agency which consults on diversity hiring. We will leverage this investment to advance and fulfill strategic DEI initiative, such as hiring people with special abilities along with LGBTQ+ potential candidates.
DEI is a priority at all levels of MPOWER. Co-founded by a former international student from France and a refugee from Iran, MPOWER embodies diversity in all its people, from its employees to its senior-most leadership.
Many team members are former international students, refugees, first- and second-generation immigrants, and DACA recipients—sharing lived experiences with the students they serve.
Four out of MPOWER’s five executive team members are either immigrants and/or from racial minority groups. The multi-racial and multi-ethnic leadership team also includes those who are Hispanic and non-White.
Nine out of MPOWER’s fifteen-member senior leadership team are either immigrants and/or from racial minority groups.
Five of MPOWER’s nine Board of Directors members and seven of its 11 Advisory Board members are either immigrants and/or from racial minority groups.
Among its 30 U.S. based employees, 19 are either immigrants and/or from racial minority groups. With three quarters of its workforce based in India, MPOWER’s overall employee pool is largely non-white. However, what constitutes racial and ethnic diversity varies across countries and contexts, and MPOWER plans to refine and improve how it captures diversity data for its Indian staff.
MPOWER’s 30 U.S. based employees collectively speak 14 languages (in addition to English).
We have also overhauled our end-to-end recruitment process to be more inclusive. For example, we audit every job description to confirm it is gender-friendly and non-biased so that no qualified candidates are inadvertently excluded based on language. We are also continuously updating how our recruitment process takes place so that we can eliminate the role unconscious bias plays in selecting candidates and also ensure candidates feel comfortable. For example, if a candidate wishes to not switch on a video during interviews, we understand their space and honor this request. If presentation skills are required for a certain role, we will ask them to record a video assessment at their ease later on in the recruitment process.
Inclusive company benefits:
• Inclusive benefits: Our “cafeteria plan” flexible benefits package allows employees to customize how benefit dollars are spent on their behalf.
• Paid parental leave: MPOWER offers paid maternity/paternity leave.
• Flexibility for new parents: Our telework policy allows new parents to work from home three days a week.
• Work-life balance: We’ve long prided ourselves on work-life balance—no one is required to check email evenings or on weekends.
• Promoting volunteerism: MPOWER also grants employees up to five paid days off per year for volunteering.
• Professional development: Team members get an allowance of $1,000/year toward courses, conferences or other self-improvement. We offer free LinkedIn Learning and plenty of in-house mentoring, team development and knowledge sharing.
• Learning and development: We’ve increased the learning and development (L&D) spend for each employee incrementally each year since our founding – and this is something we are focusing on heavily in 2023 and beyond.
• Hybrid employee engagement strategy: Remote workplace options offer us the opportunity to be more flexible and inclusive. To support our hybrid work strategy and make it even more innovative, we have invested heavily (and will continue to increase our investment) in remote working tools.
Progressive workplace resources
All employees have monthly, two-way feedback sessions with managers, as well as quarterly skip-level, two-way feedback sessions with their manager’s boss. MPOWER’s CEO meets one-on-one with each employee quarterly.
MPOWER employees take turns serving on the Employee Action Team, responsible for leading monthly town hall sessions
planning company-wide events, like holiday parties and baby showers
and spearheading initiatives to make our work culture more inclusive, diversified and innovative.
Crowdsourcing from employees in innovation
At the end of 2021, MPOWER implemented Aha! to crowdsource innovation from directly from employees, taking in their suggestions for technology and business process improvements. Managing the constant inflow of idea is challenging, especially when scattered across emails, spreadsheets and notes. Through Aha!, employees’ ideas toward innovation are centralized into one platform. MPOWER has solved a problematic feedback loop that once existed – and has already sourced and activated successful processing ideas from the portal.
Partnership with Sallie Mae
MPOWER began a landmark strategic partnership with leading lender Sallie Mae in 2021. Together, the companies are pooling resources and innovation capabilities to expand global access to higher education, particularly to international students. Thanks to this partnership, MPOWER’s team will now have access to even more opportunities for industry-leading innovation and R&D.
MPOWER administers a monthly Employee Barometer, intended as a “pulse check” to gauge employee satisfaction and engagement and identify areas for improvement. We have identified diversity, inclusion, equity and innovation as key goals of the Barometer.
Newport World Resorts (Travellers International Hotel Group Inc.)
Newport World Resorts is the first integrated resort in the Philippines. It is a one-stop, non-stop entertainment and leisure destination that features gaming thrills, world-class entertainment, unique events, and exciting lifestyle options.
Conveniently located across from Ninoy Aquino International Airport Terminal 3, NWR is the gateway to world-class Philippine hospitality.
About our inclusive benefits:
Diversity hiring and advancement practices
Newport World Resorts strives for diverse representation.
• NWR hires regardless of gender. 2 trans women hired for 2022 and allowed to express their gender identity when it comes to grooming and were accommodated in the female dormitory
• NWR hires candidates with medical conditions under medication/physician's care
• NWR has employees from different Philippine provinces and from other countries
• NWR hires candidates with varied academic backgrounds. High School graduates / College undergraduates / Absorbed interns from OJT program to probationary employment
• NWR hires regardless of marital status, age, or religion
Inclusive company benefits and progressive workplace resources
• Group Life Insurance. NWR’s group life insurance now allows common law partners and same sex partners as beneficiaries
• NWR offers various wellness programs:
- Wellness Wednesday
- Best Life Program (free lab tests, consultation, nutrition counseling and medicine for those prone or with diagnosed with hypertension and diabetes which is not deductible to the maximum benefit limit)
- Those with COVID19 get paid leaves on top of their sick leaves
• NWR offered the following learning sessions in partnership with credible institutions:
Self-Care is Loving Yourself (February 2022)
Gender Sensitivity Webinar (March 2022)
Diversity, Equality and Inclusion Webinar (June 2022)
Drug-free Workplace (October 2022)
HIV Awareness & Testing (October 2022)
• NWR uses social media to be able to reach more employees
Wellness Journey Engagement Posts (Q2 2022)
Mental Health Awareness Tips via Facebook
Engagement Posts celebrating Women's Day, Mother's Day, Pride Month
• Regular Random Drug Testing is done and NWR offers to rehabilitate those who receive positive results
• Employees may report harassment/discrimination via nwrcares email/FB and endorsed to Legal for further investigation
• Released updated Policies & Procedures on Mental Health in the Workplace and Data Privacy
Notion's mission is to make software toolmaking ubiquitous. Notion is working as an all-in-one workspace for tasks, notes, wikis, calendars, and team collaboration. The company has offices in San Francisco, New York, Dublin, Tokyo, and Hyderabad and more than 20 million users globally.
About our inclusive benefits:
Notion is committed to providing highly competitive, innovative, and inclusive benefits that attract the best talent from diverse backgrounds with the aim to promote total well-being — physical, emotional, and financial. It is clear that Notion values employees and their families through its benefits package by covering 100% of insurance premiums, offering generous commuter and flexible health & wellness funds, providing family forming and parental leave benefits, a 401(k) match and many other meaningful benefits.
Health Insurance: Notion pays 100% of insurance premiums for employees and dependents. This includes medical, dental, vision, life insurance, short-term & long-term disability, as well as One Medical memberships. Employees can choose to fund a voluntary life insurance plan for additional coverage.
Pre-Tax Benefits: Notion offers Healthcare Flexible Spending Accounts (FSA) and Dependent Care Flexible Spending Account (DCFSA) for employees to set aside money for eligible expenses.
Commuter: Notion contributes a monthly stipend towards the employee’s commute to and from the office as well as coverage for annual bike sharing program memberships.
Health & Wellness Funds: Employees receive a monthly stipend to use towards wellness, commuter, education, lifestyle, home office equipment with the flexibility to choose how they use their funds.
There are two additional pool of funds for:
- Charitable donations
- Gender affirming services
Family Forming Benefit: Notion provides funds and resources for fertility treatments and family forming services.
Parental Leave and Baby Bonding: To further support the family’s journey, Notion offers up to four months at 100% pay for biological, adoptive, and foster parents.
Paid Time Off: Notion offers flexible paid vacation, sick time, 10+ observed holidays, and an end of the year company-wide shut down.
Compassionate Leave Policy: Notion understand that employees may need time off for pivotal life events outside of traditional leaves and has as separate leave for bereavement, pregnancy loss/miscarriage, and legal proceedings.
Affinity Groups: Notion has a number of Affinity Groups, which are company sponsored organizations created to support, promote, and celebrate a culture and or identity and tied to Notion IDEA pillars of Inclusion, Diversity, Equitability, and Anti-Racism.
Financial Wellness & Planning: Notion supports employees saving for retirement and offers financial education with:
- A 401(k) matching program.
- A financial advisor to host employee Financial Wellness Series with custom, engaging, and fun educational workshops and resources.
Mental Health: Notion partners with a mental health provider that offers coaching and virtual therapy/psychiatry sessions. Separately, subscriptions to the Calm app for meditation is covered.
WorkLife (EAP): Notion’s Employee Assistance Program provides support through counseling to help our employees find a balance between work and life by chatting with someone about personal or work-related issues confidentially. Employees can discuss education, lifestyle and fitness management, dependent care and care giving, legal, and financial.
TravelAid Assistance: Notion provides worldwide travel assistance when 100+ miles away from home including medical and dental referrals, emergency medical evacuation, prescription assistance, and lost or stolen luggage help.
- Monthly phone reimbursements
- In office lunches
- Team and company offsites
Noyo is the modern data benefits platform making frictionless employee benefits possible. Founded by leaders in benefits, insurance, and API technology, Noyo is the first company transforming the underlying infrastructure of the benefits industry through seamless digital connectivity. With Noyo, crucial benefits data is instantly available anywhere it’s needed, unlocking new possibilities for how benefits are designed and delivered.
About our inclusive benefits:
Noyo is a distributed team that celebrates a unique mix of people, personalities, and skillsets. We want to be known as a place where people can bring forward their viewpoints, feel included because of their uniqueness, and experience an enriched lens of the world. Succeeding in this goal starts at the top and we're proud to be a woman-owned company with diverse leadership.
Representation at Noyo:
- 54% male
- 44% female
- 2% non-binary
- 30% underrepresented populations
- 50% of people managers are male
- 50% of people managers are female
- 43% of people managers are underrepresented populations
Our benefits, compensation, and perks are central to our ability to attract, retain, and grow our diverse team. It's our goal to set the standard in offering holistic, equitable, and competitive compensation. We listen to our people when it comes to the perks and benefits that matter most to them and we offer career growth for makers and managers alike, so everyone can pursue excellence while doing what they most.
Noyo's compensation is holistic, equitable, and competitive:
- We use compensation frameworks that are reviewed regularly using public and private market data. We are committed to offering market-leading compensation.
- Pay is a package and we offer the best package we can provide. Those who join Noyo receive a competitive package that includes pay, equity, and benefits.
- We believe in equal pay for equal work. Where our employees live is not a factor in determining compensation.
Our benefits and perks include:
- Full insurance coverage for employees and 50% for dependents (medical, vision, dental), as well as 100% disability and life.
- Equity in Noyo
- 12 weeks of parental leave
- Pre-tax dollars towards 401k or commuter, dependent, or medical expenses
- Home office stipend of $500
- 14 company holidays including Juneteenth, Election Day, Indigenous People's Day, and Veterans Day
- Employee referral programs
- Learning and development sponsored by Noyo
- Flexible paid time off
- Remote work from anywhere in the US
Occupier is the only lease management software that enables commercial tenants and brokers to collaborate on the entire lease life cycle from site selection to critical date management and lease accounting.
About our inclusive benefits:
Occupier is an inclusive work setting which supports employee well-being and diversity, through our positive culture and promoting self-awareness and self-esteem, lear paths on career progression, great work-life balance, through a self managed PTO policy, social connectedness in a remote culture, and sense of belonging through our amazing employee ran programming and events, zero tolerance discrimination, prejudice and harassment and pro-social behavior practices. We also offer company sponsored (paid for) healthcare benefits with a variety of options that suit all family needs.
Paystone is a leading North American payment and software company redefining the way merchants engage their customers and grow their businesses. Our seamlessly integrated suite of automated payment processing, customer loyalty, gift card solutions, and now reputation marketing, is used by brands such as Irving Oil, The Source, Global Pet Foods, Kernels Popcorn, and many of the MTY Food Group's restaurant brands.
About our inclusive benefits:
For the last year+ Paystone has centred its people strategy on being a People First organization. Wherever possible we try to meet our employees where they are. So when some of our people wanted to continue working from home during the pandemic while others wanted to work at the office, we opted for a work from anywhere stance. Folks who wanted to work from home could, and we secured dedicated office space in We Work offices for those who wanted the option of an office. We were also happy to see some of our coworkers travelling around the world while contributing. In fact, according to our engagement surveys, 97% of our workforce feel they “are genuinely supported to make use of flexible work arrangements.” We’ve found this to be an incredible perk during recruitment as well, especially when speaking with candidates with young children who have to accommodate bus and daycare drop offs and pickups.
While already having a comprehensive health, dental, and wellness benefit plan inclusive of an Employee Assistance Program (EAP), Paystone also implemented an unlimited vacation plan to better support the diverse needs of our people in terms of time away. We have a keen focus on contributions, results, and outcomes over “time working.”
Our actual compensation philosophy is to pay for capability and reward for contribution. We use market data to support a standard process of moving our people through their pay band (paying for capability) but also have the flexibility to reward contributions in the moment (reward for contribution). We have a small committee that periodically reviews the rewards that go out as well as compensation increases to ensure that rewards and increases are fairly shared across the organization. According to our survey results, 73% of our people feel the right people are rewarded and recognized at Paystone and 76% feel they receive appropriate recognition. We also offer all new team members equity in the organization and make equity an option for folks when choosing rewards through our referral program or when being recognized. We focus on giving our people personalized gifts that they get a say in choosing to ensure we are giving rewards that are meaningful and impactful to our people no matter their preferences. We also provide lunch through DoorDash each month for Town Hall meetings, so everyone participating can order whatever they want that fits their dietary requirements and preferences. One of the really amazing things that has recently taken off for us is our peer-to-peer recognition channel in slack. It’s powered by Lattice which is the system we use for growth (performance) conversations, but anyone and everyone can give kudos or shoutouts to team members that align to our values. These shoutouts are held within the lattice systems so team members and their managers can review the different types of recognition that they receive on any occasion.
We’ve also recently overhauled our performance management process with the help of a diverse group of employees who helped form it into what it is today. We’ve actually uncoupled pay from performance so that when team members sit down with their managers to discuss movement up and throughout the organization (with the support of career matrices), it is purely focused on growth without any pressure of compensation discussions. All pay increases take place the month before so there is a clean slate for growth and development conversations. We even have an annual goal of 30% of our organization has a job change (promotion or lateral) based on their own goals and objectives. 61% of role changes in this last year were women, identified as a visible minority, or both.
Through a number of different recruitment practices we have been able to maintain a good level of diversity. 49.5% of our team are members of visible minority groups while 30% of our organization is female. Our team ranges from ages 22 to 64 and is spread across the globe. Primarily in Canada, but also in Indonesia, Barbados, Costa Rica, Columbia, Egypt, and the US. We are able to use Professional Employee Organizations (PEOs) to hire amazing talent wherever they reside and maintain the equivalent of an employee/employer relationship. We have tapped into so many different networks and agencies to ensure we are finding all the incredible talent we can no matter their age, race, gender, or ability level. We’ve worked with organizations like Tellent that focus on finding female talent and technical assessments like Coderbyte and value assessments with alternate interviewers to help eliminate bias in our recruiting processes by standardizing the experience for all candidates.
Pingboard’s employee networking software surfaces engaging info about people, teams, and your company!
About our inclusive benefits:
We strive to find and offer benefits that have variety and appeal to all. We like to poll our time at least annually to get sense of how well they like or dislike our current benefit offering so we know where to enhance or improve our benefits. Additionally, being a remote first company allows our staff to manager a schedule that works for them, have the flexibility to take time off when they need it.
PosiGen is working to implement solar power for all. We want solar to be affordable and easy to access, especially for underserved communities. By making solar more accessible through our solar leasing program, we are making it possible for families in these communities to invest in their homes, reduce energy costs, and take steps toward a brighter future.
About our inclusive benefits:
Diversity is one of our strongest values, and it is important to us that we work directly with people from the communities we serve. More than 65% of PosiGen’s employees are women or people of color.
Open source for a better world.
Our mission is to create open-source software for data science, scientific research, and technical communication. We do this to enhance the production and consumption of knowledge by everyone, regardless of economic means.
RStudio (now Posit) was founded in 2009 with the vision of creating high-quality open-source software for data scientists. We’ve grown exponentially over time, but our culture remains unchanged. We invest heavily in open-source development, education, and the community with the goal of serving knowledge creators 100 years from now.
About our inclusive benefits:
Inclusive, people-centered benefits are essential to a healthy workplace.
Here at Posit, we know that families come in all different sizes and structures, and we offer healthcare based on individual households and dependents rather than marital status or other traditional family definitions. We offer gender-neutral paid parental leave for adoptive, foster, and birth parents. Gender-affirming healthcare is covered within our healthcare plan as well as coverage, including mental health care, for the entire family.
We have a flexible paid time off policy and encourage everyone on the team to take at least four weeks per year so people can take the time they need away from work to care for themselves and their loved ones.
We understand that each person’s work-from-home life is different. We offer a home office allowance for employees to create a productive, comfortable remote workspace. We also provide monthly co-working space stipends and an open door to our Boston office for employees in the local area who seek to work outside their homes.
Posit is intentionally 100% distributed
we trust our employees to do their job the best way they see fit from wherever they are in the world. We know people do their best work when they can structure their days around their lives.
The financial well-being of our employees is a priority which is why we have a profit-sharing bonus, a long-term incentive plan, and allow people to contribute to our 401K from day one with an employer match that starts after six months. We regularly focus on enhancing benefit offerings and know that caring for our team is one way to create a sustainable business that is successful 100 years from now.
We are working to make our company events accessible to all. As a fully remote company, all in-person events are optional for people who can’t attend for any reason. We continually strive to create spaces where everyone can fully participate regardless of their ability to attend in person. For our company-wide work weeks, we are actively looking for hotels that are accessibility-friendly as well as open to our request for gender-neutral bathrooms.
Because our mission is to create products for anyone, anywhere, to use for free, it is essential that the composition of our organization reflects the diversity of our users. We will continue to strive to build more diverse and inclusive teams, especially within our leadership.
We are committed to building tools and a working environment that works for everyone. We want everyone to feel valued, in and outside our virtual walls.
Our mission is to solve the massive environmental problem created by plastic waste in landfills and oceans. We have a ground-breaking patented recycling process that separates color, odor, and contaminants from plastic waste to transform it into ultra-pure recycled polypropylene. We convert waste plastic into virgin-like plastic making a sustainable, recycled resin. We are headquartered in Orlando, but continue to grow in many different locations in the U.S.
About our inclusive benefits:
We make sure to hire the best fit while also being aware of diversity. We offer 3 different Medical options from Blue Cross Blue Shield – Mutual of Omaha for Dental, Vision, Life, and Disability with Free Teladoc as an enhanced benefit. You are eligible on the first of the following month. You are eligible for 401k immediately. We will contribute a 401(k) safe harbor matching contribution to your account under the Plan. The Safe Harbor contribution is always 100% vested.
Rangam is a minority-, woman-, and disability-owned workforce solutions company with a mission to "Accelerate Meaningful Employment for Everyone," including autistic and neurodivergent talent, people with disabilities, service veterans, women in STEM, members of the LGBTQ+ community, and other diverse talent populations. The organization delivers innovative workforce solutions by designing an integrated and inclusive recruiting methodology. Rangam specializes in attracting and retaining talent globally for IT, Engineering, Scientific, Clinical, Healthcare, Administrative, Finance, and Business Professionals categories.
About our inclusive benefits:
As a certified disability-owned business enterprise (DOBE) and equal opportunity employer, Rangam adheres to the following best practices to promote employee well-being while nurturing a diverse and inclusive workplace:
1. Providing employees an opportunity to identify as having a disability
2. Measuring the ratio of individuals with disabilities hired to all hires
3. A comprehensive DE&I strategy that includes policies, processes, and resources
4. Providing reasonable accommodation
5. Piloting local DE&I hiring initiatives
6. Conducting targeted disability hiring in universities
7. Developing mentoring programs for autistic, neurodivergent, and disabled employees
8. Providing awareness training to clients and in-house employees
9. Internship programs for neurodivergent and disabled talent
10. Using technology innovations to ramp up diversity hiring
11. Incorporating disability inclusion into ESG policies
12. Engaging all employees in the company’s inclusion mission
13. Senior leadership promoting DE&I initiatives through industry events, company town halls, webinars and virtual chat shows, speaking engagements, and newsletters, among others
14. Prioritizing mental health
15. Building employee resource groups and business resource groups to address the needs of autistic, neurodivergent, and disabled talent
16. Conducting periodic DE&I training for managers and supervisors across all departments
17. Developing training materials and resources in compliance with accessibility standards
18. Employee benefits package and employee assistance plans
19. Short- and long-term disability policies and programs
20. Working directly with disability support providers and community partners to source candidates
21. Promoting inclusive interviewing and onboarding practices to eliminate unconscious bias
22. Tracking the progress of outreach and recruitment efforts
Rangam has had a phenomenal 2022 so far with 101 on-site hires. The company’s contract-to-hire conversion rate is 9%, which is well above the industry benchmark for disability inclusion.
Much of Rangam’s growth can be attributed to the fact that over 76% of the team responsible for the company’s diversity recruitment is neurodivergent. From senior leadership to account, support and training staff, Rangam’s employees tap into their lived experiences to offer the best possible career development guidance.
In 2022, Rangam’s sales efforts have resulted in the onboarding of 24 new clients globally. Rangam is working as talent suppliers for 14 of them, helping their teams build and scale disability hiring programs.
In conclusion, Rangam supports employers in building and/or expanding their disability hiring initiatives while creating a culture of awareness, empathy, and advocacy within their organizations. The company leverages strong ties to the disability community to provide best-in-class inclusive hiring solutions in an environment of collaboration, innovation, and agility. Its holistic recruitment and training framework is designed to screen talent in for what they can do as opposed to screening them out for their perceived disabilities.
Sauce Labs is a leader in continuous test and error reporting solutions that develop, deliver and update high quality code at speed. More than four billion tests have been run on the Sauce Labs Continuous Testing Cloud, the most comprehensive and trusted continuous testing platform in the world. It delivers a 360-degree view of a customer's application experience, helping businesses improve the quality of their user experience by ensuring that web and mobile applications look, function, and perform exactly as they should on every browser, OS, and device, every single time.
About our inclusive benefits:
95% of employees at Sauce Labs say it is a great place to work compared to 57% of employees at a typical U.S.-based company. Across the 18 core culture metrics by comparably.com, Sauce Labs is rated an A+ by the 76 employees that have left culture ratings.
When evaluating the question “should I work at Sauce Labs?” you should ask yourself if you prioritize Perks And Benefits, Team, and Happiness. If those culture dimensions rank highly for you, then Sauce Labs could be a great fit to apply for a job, as those metrics rank in the top 5 culture dimensions for Sauce Labs, with Sauce Labs' Perks And Benefits being in the Top 5% for all similarly sized companies.
Soccer Without Borders is building a more inclusive and equitable world using the global game. Our holistic youth development programs combine soccer, education, and community-building activities to support newcomer refugee and immigrant youth to gain a sense of belonging, strengthen individual agency, build a healthy identity, and gain social capital. Since our founding in 2006, we have served over 25,000 youth from over 75 countries of origin who speak more than 50 languages. Many have fled some of the world's most active and protracted crises, including youth from Afghanistan, Syria, Eritrea, Iraq, Somalia, Burma, El Salvador, and more. The soccer field is a place where newcomers feel immediately familiar, counted, safe, and valued. Using trauma-informed coaching strategies and a range of on and off-field activities, we create team environments that feel like family, and support newcomer youth to heal, express themselves, and build the skills they need to take the next step in their lives. We currently operate 42 program sites across 4 U.S. states, Nicaragua, and Uganda, and lead coach training projects that support coaches in 15 countries with inclusive best practices. Our impact has been recognized by the Wharton School of Business with the Lipman Family Prize, by FIFA's Diversity Award, by the Robert Wood Johnson Foundation's Sports Award, and by the Beyond Sport Collective Impact Awards for Reduced Inequalities and Gender Equality.
About our inclusive benefits:
As a youth development organization, we know how essential it is to practice what you preach. Every aspect of the culture of welcoming, inclusion, and belonging that we implement within our programs with youth, we also incorporate into our staff culture. Our six mantras define this culture, and were designed by a representative group of program practitioners from across our hubs. They are:
- We're glad you're here
- Leave your shoes at the door
- You play best when you're smiling
- Get them to the field
- Know the thingy thingy
- Celebrate the pass more than the goal.
With staff from 9 different countries speaking 16 different languages, our team has a wide range of lived experiences in addition to being racially, ethnically, and religiously diverse. As an LGBTQ+ co-founder, we have prioritized inclusive and welcoming staffing practices since the very beginning, enshrining these in our core values of authentcity, process-orientation, equity, and a whole person approach. One example of living these values through our policies is our compensation benchmarking process, which ensures pay equity within the organization across locations, including equitable pay for our international teammates in Nicaragua and Uganda whom capitalist markets drastically under value and exploit. Our compensation philosophy and guidelines set wage ratios between levels and ties executive compensation to the mean compensation of full-time employees.
Ultimately, the best indicator of a healthy workplace is our retention, which has remained over 90% year-over-year on average for the last 5 straight years, including a 97% retention rate during Covid-19. We attribute this not to exorbitant salaries (we don't have those) but to listening to what staff value most, and being a workplace where everyone can bring their whole selves, every day. One example of Most recently, we conducted a "Stay" Survey as a part of our Compensation benchmarking process, to determine what benefits staff say "keep them working here". Of ten indirect and direct benefits listed, staff ranked team culture, enjoyable teammates, inspiring leadership, and opportunities for professional development and growth ABOVE salary, time off, and other benefits like health care.
Sngular is a people-centric Tech solutions company. Our purpose is to be the best ecosystem for good people to develop all their talent and positively impact society through technology. Within it, our number 1 value is people before short-term results - meaning that we protect our employees’ interest even if it does not align with the economical interest of the company.
We started our activity as a start up. Now, with more than 20 years of experience, Sngular develops technology and innovation projects globally for leading companies in the sectors that drive transformation and innovation, such as Banking, Pharma, Energy, Retail, Health, Industry, Telco and Entertainment. It also offers activities focused on the development of professionals such as its talent agency or radical learning projects.
Sngular currently employs more than 1400 people in 7 countries (Spain, United States, México, Chile, Uruguay, United Arab Emirates, and Portugal), where it has 20 offices.
About our inclusive benefits:
To create a diverse and inclusive workplace where everybody can feel safe and comfortable, first of all, we have an inclusive hiring policy and people get hired only based on their talent and fit in the team. We refuse all kinds of discrimination. Sngular recruits internationally. We even provide visa sponsorship and relocation for those who need it. In case the person has a spouse and/or children, we cover the whole family's visa and relocation. Our inclusive visa policy makes it possible to have talent from 5 continents! For us, it is important to maintain an inclusive workplace where different ideas, opinions, ways of working, cultural backgrounds, beliefs, and circumstances are respected.
Therefore, during the interview process, the team measures technical knowledge but also cultural fit as we can maintain this respectful and safe work environment only by having people around who share the same values. We offer benefits to support well-being, offer equal possibilities to everyone, and help professional development.
At Sngular every employee has full-time employment so their income is secured even when they are not assigned to a project. That reduces stress, as job insecurity provenly affects mental health.
We make sure that our workers are not overworked: they have flexible schedules, remote work possibilities, and 23 days of PTO on top of 10 days of paid holidays during the year. If on one day they have more responsibilities they can compensate another day and work less.
These benefits and our remote first policy also support work/life balance and we have many mothers, and fathers who could not imagine a different workstyle anymore. To support baby bonding, for fresh mothers we offer 10 weeks of paid maternity leave and for fathers 6 weeks.
Remote work is also beneficial for others with locomotor disabilities, one of our managers is in a wheelchair, an amazing talent, who was refused by many other companies because of his condition.
Another way we provide care and security is our extensive healthcare coverage. We offer our employees a variety of high-quality, nationally recognized options to choose from. The standard plan is 100% covered by Sngular, and for premium plans, Sngular pays 87.7% of the fee.
Moreover, all employees have free access to telehealth, dental and vision plans, access to flexible spending accounts, and life, accident, critical illness, and short-term disability insurances for free.
Employees can also complement their coverage at discounted rates with Hospital and Long-term critical disability insurance, MetLife Legal Assistance Plan (it is given for free for those who are new in the US), and Discount club access. This way employees know that they are covered in all situations, and receive professional attention when needed.
At Sngular physical health is important and that is why we provide all these benefits. Even so, we understand that benefits are enough to reach good mental and physical health. Therefore, we offer well-being training where employees can learn about sleep habits, healthy food habits, optimal exercise, and work/life balance.
Moreover, each person has unique needs, so we also introduced a well-being bucket of 200$ a year so employees can invest in their physical, emotional, or workspace well-being the way they choose. Employees use it to cover Gym, Physiotherapy, Coaching, Emotional management training or subscription, nutritionist, or to buy workspace elements like footrests or pads (Sngular provides these elements without consuming the budget as long as there is a medical prescription).
Offering equal opportunities for professional development is also among our priorities. Therefore, would not work with a discriminative client, for example, we would refuse a request that requires only male or young workers.
An employee’s progress and promotion within the company are only based on its merits, there is no gender or age discrimination. There is a yearly performance evaluation, there are clear goals and employees have weekly/biweekly 1-to-1 meetings with their manager to be able to discuss whatever they need.
Sometimes a good performance is a question of using the right tool. We have our high-tech corporate tools for work and collaboration, but individual requests are also considered so people can find the best resources for their work.
To support professional growth Sngular provides additional benefits, unlimited access to Udemy courses, to GoFluent for language learning (this also helps those whose first language is not English), a training allowance (500$/year), certification allowance (350$/certification + reimbursement of the exam fee), and bonus for tech talks or blog posts.
The fact that there is no gender discrimination in promotions is clearly seen in our organization, you can find women in roles with high responsibility (CEO, Principal manager, Technical manager, Team lead).
Regarding age, for us, it is only a number, but to help our more mature employees ease into retirement comfortably we offer a 401k plan and we match 50% of the employee’s contribution. Our performance evaluation, training programs, and continuous follow-up make sure that each employee finds their place in the company and that we enhance their capabilities.
We are geographically distributed but there are many channels for employees to connect. In our communication, we apply inclusive writing and we even have developed a guide so each “sngular” can do so in its communication. There are virtual team-building events and also physical gatherings so people are connected.
We are continuously monitoring the well-being and needs of our team through 1-to-1 meetings, quarterly meetings with the People team (yes, we listen and talk to each employee in every Q), and with an online tool called “Nailted” where employees can offer their feedback anonymously. When it comes to decisions taking we collect data from different tools to see metrics and normally we apply surveys as well so everybody can express their opinion.
These helped us to get where we are, and we are proud of our happy team and that we are a company where people come first.
“They have a vision very focused on human capital and it shows that they are at the forefront regarding the treatment of the employee.” - Glassdoor opinion October 2022
Stash's mission is to help everyday Americans to invest and build wealth. Stash has over 2 million customers that have saved over 3 billion on the platform.
About our inclusive benefits:
In keeping with Stash’s mission of helping everyday Americans invest and build wealth, we recognize Stash’s compensation and benefits plans are a primary driver of our employee’s ability to grow their financial means. Therefore, our compensation elements, combined with comprehensive health and wellness benefits, and generous paid time-off - create a competitive and compelling total rewards package that ensures our employees are paid appropriately for the market and fairly for their contributions so they can live this mission as well.
Over the course of the last year, we realized while our traditional healthcare benefits provided excellent coverage to our employees, we knew there was more which could be added to ensure our benefits touched more of our employees lives in a variety of different ways and spaces. Here are some of the ways we enhanced our benefits offering in the past year to reach as many employees as possible.
We began with a feedback tour run by the people team in the Spring of 2022 to discuss all areas in which the people team could support better, benefits was a main point of focus. The CPO and Director of Total Rewards also met with ERGs to discuss specifics to our benefits offerings which they were unhappy about and wanted addressed in renewals.
To show our quickness in response to current events, with the announcement of Roe v Wade being overturned, we were able to set up an HRA with reimbursed travel expenses up to $4,000 annually for those who needed to receive consultation or treatment in a different state due to laws being overturned.
In the changing world of remote work, our workforce has changed from very New York focused to having much more of a national presence. Our healthcare plans were originally designed with that New York focus in mind, but this year, we ensured that we were able to find plans with much more nationwide coverage with our providers.
In doing so, one of our biggest asks from our Rainbow Stash organization was ensuring that we had all the appropriate healthcare coverages for our Trans population, so ensuring the WPATH standards of care were in place was actually one of our top requirements when evaluating vendors.
Finally, we wanted to ensure that our perks and supplemental benefits touched as many buckets of well being as possible, so we launched the following to ensure everybody had access to something (or everything) additional to couple with our traditional healthcare options:
Fertility and Parental Support
Partnering with Maven Clinic, we were able to add benefits in family building and fertility, maternity, parenting and pediatrics in an easy and reliable way. We also offered a $10,000 lifetime reimbursement benefit for support in any of these areas through Maven.
Fitness and Wellness
Partnering with Gympass, we are able to better support all employees by providing them with the tools for the appropriate flexibility and budgeting in their fitness and wellness journeys.
Partnering with both Headspace and Ginger+, we are able to provide both on demand 24/7 therapy and psychotherapy sessions, as well as resources for self guided support dealing with anxiety, sleep deprivation, physical health,and relationships.
Charitable Ventures and Giving
Partnering with Millie, we were able to enable our employees to come together through philanthropy such as volunteering for and donating to impactful causes and organizations. We were also able to encourage our employees to make donations to the organizations they care the most about by providing a $100 annual match.
Social Driver is a digital agency with the strategies, ideas, creative, and technology to connect with people today, across websites, social media, branding, marketing, advocacy, and more. Our vision is to be the trusted agency partner for our clients. Our company mantra captures our mission, culture, and values: “We believe the future is bright, all progress is social, and the drivers make history.” We aim to provide our clients with digital solutions that help them meet their goals and, through that work, make an impact for a brighter future.
About our inclusive benefits:
Putting people at the center
Social Driver promotes team members’ wellbeing through our values and our benefits. One of our driving company values is to put people above everything else. We understand that team members have pressures and demands outside of work that require their energy. Social Driver offers team members remote work, flexible schedules, and unlimited leave so they can structure their work around their lives and not the other way around.
Mental health is valued and protected
Social Driver believes that mental health is just as important as physical health. Social Driver provides an Employee Assistance Program that is available to all team members and contractors that offers them free counseling sessions and access to mental health resources.
In a world where tragedies strike with regularity and are broadcast continuously on social media, our team members feel the impact of these events in real time. We address events, such as mass shootings, controversial judicial rulings, hate crimes, etc., with our team members in a timely fashion and offer them the opportunity to step away from work demands in order to process them.
Inclusive hiring and advancement practices
Social Driver has made many changes over the years to ensure we practice inclusive hiring in order to be a world class team. For example, we have expanded our recruiting pipeline by forging relationships with Tech Ladies, Blacks in Technology, and Pink Jobs. And once a team member joins Social Driver, we have created an easy-to-use promotion process for managers to advance their team members without a bunch of red tape.
Fostering inclusiveness and allyship
As a LGBTQ+ and minority-owned company, Social Driver was founded with the belief that inclusivity makes us stronger. In fact, Social Driver was named Supplier of the Year by Capital Region Minority Supplier Development Council, an award which recognizes our business growth and our advocacy for diverse-led companies.
Our DEI employee lead group has hosted several educational sessions on allyship and they recently presented at our all staff meeting on the real origin of Thanksgiving where they suggested ways to honor and give back to the Native American community this holiday season. We have also had a fellow team member host a workshop on creating a supportive environment for transgender team members.
Sonatafy Technology is a Nearshore Software Development company, providing US-based companies with the top software developers and engineers from Latin America. We build and augment software teams for companies looking to outsource software development services. Our talent is highly vetted and tested to ensure the highest quality of talent is provided to our clients. Our engineers are extremely proficient in English, will be matched to work in our client's time zones and are culturally acclimated to US business practices. We have engineers throughout Latin America including Mexico, Brazil, Columbia, and Argentina.
With the help of our engineers and clients, we have been able to develop some amazing and innovative new technologies that help both business and consumer markets. Sonatafy Technology has also developed the Nexxus Network, an incredibly beneficial community for Latin America software engineers, developers and IT specialists to network, share ideas and meet like minded professionals. Our network, located on Linkedin, has amassed over 7000 REAL members, all who which are actively working professionally in the software development industry. Our network is managed by our marketing team, who is tasked to create new and helpful content on a daily basis, designed to help provide insight and advice for engineers and developers navigating their careers. For example, we have created a video series for helping our network prepare their resumes, maintain professionalism in an interview, prepare for code tests and more.
About our inclusive benefits:
We have a highly diversified team member roster, and welcome any and all individuals, perspectives, personalities and opinions. Sonatafy Technology is an open-door company, and any individual, at any time, no matter the role, can contact any OTHER individual, to ask questions, review concerns or speak their mind. We make a daily effort to remind our team members that transparency and communication is the most important part of building a work environment that functions as a community, or in our case, a family. We have many walks of life, and no matter what you look like, your beliefs, or preferences, you are 100% equal and deserve the absolute most we can give you as an employer. We have quarterly award ceremonies to recognize team members who have performed exceptionally, participation awards and get-to-know style interviews to shed light on our team members lifestyles and who they really are as a person.
We are also providing engineers in our company with career advancement opportunities and extended education programs. We feel that helping our engineers develop their skills would not only help us with our development efforts, but will yield greater possibilities in terms of innovation for the future, whether working with us or not. Helping develop software that the world can benefit from is incredibly rewarding for us.
Spectrum Labs is the world’s first Retention AI, built to craft and curate better, more positive user interactions within digital platforms and games. Amplify uses Spectrum’s industry-leading content moderation AI to remove toxic content and bad actors at scale, in any language — and also identifies users who are helpful, encouraging, and friendly so that they can be rewarded and paired with new users to create better game and app experiences.
About our inclusive benefits:
At Spectrum, we are value based company and we live by our values when culture building, selecting benefits and fostering a work place of inclusivity and belonging. We not only offer monthly wellness and home office stipends, but we host virtual mindfullness classes for our employees every month, including breath-work and and yoga. We offer three free therapy sessions per year, as well as access to Health Advocates who can help locate doctors and specialists in their area, answer questions about any unique health needs, review medical bills and so on. We also have an incredibly generous parental leave of 4 months + other support.
Not only do we practice inclusive hiring practices to ensure our talent pool is diverse but we also host DEI workshops.
Coaching is also available to all employees who would like that support.
Founded in 1983 as The Coordinating Center for Home and Community Care, Inc., (CCHCC) The Coordinating Center (“The Center”) was first organized as a consortium of children's hospitals and other care facilities, local health departments, advocacy groups, disability related associations and concerned individuals.
Today, The Center, is a state-wide, nonprofit care management and care coordination agency located in Millersville, Maryland with 39 years of experience in delivering community-based care coordination for people with disabilities and the most complex medical and social needs. The mission of The Coordinating Center is to partner with people of all ages and abilities and those who support them in the community to achieve their aspirations for independence, health and meaningful community life.
For more than three decades, The Center has translated national movements into ground-level, community-based programs including transitions of care, Medicaid rebalancing initiatives, aging in place, hospital readmissions reductions, and addressing homelessness. The Center has expertise in partnering to resolve complicated, intractable and costly social and health challenges for some of the state’s most vulnerable populations. Working largely with people who have low income and those that are high users of health care services, and those with disabilities, The Center coordinates services for more than 10,000 people across the state of Maryland through innovative programs that move people from institutions, nursing facilities and hospitals to homes in the community of their choice while reducing costs to the system and the citizens of Maryland.
About our inclusive benefits:
The Coordinating Center is an equal opportunity employer that offers an environment for our coworkers to grow both professionally and personally. We recognize that company benefits are an important part of our coworker’s overall compensation and aim to provide coworkers with access to the highest quality benefits. When researching insurance providers for our coworkers, careful consideration is taken to ensure that coworkers will have equitable access to providers across the state. We offer a comprehensive array of benefits including medical, dental, vision, pre-tax health savings accounts, flexible spending accounts (health and dependent care), employer paid life and disability, optional life, accidental plans and critical illness and hospital indemnity plans.
In addition, we offer:
• Lifework Strategies Employee Assistance Program (EAP), which provides resources and assistance 24/7
• Lifework Connect Wellness Portal, which provides resources and is accessible 24/7
• VIP Benefits, a call center dedicated to assisting coworkers and their families navigate the systems, draft appeals, and provide additional research and resources
• Public Student Loan Forgiveness Workshops
• Flexible work schedules to manage personal obligations
• PTO Loan Program
• Privacy Suite for lactating moms or other health needs
• Religious Accommodation for Holy Days
Our EAP is accessible to all coworkers to support personal wellness goals, including access to lifestyle coaching services. In addition, our coworker led Wellness and Recognition Committee, provides coworkers with a variety of tools to maintain and enhance their wellness, with access to wellness webinars, articles, tips, challenges through the wellness portal. Through The Coordinating Center’s #TCCInAction program, all coworkers receive up to four hours a year to volunteer in the community with other coworkers.
Our commitment to Diversity, Equity, Inclusion and Belonging (DEI&B) is strong and is accessible on the Our Culture page on The Coordinating Center’s website. Commitment and efforts to date include the following:
At The Coordinating Center we aim to dismantle inequalities within our policies, systems, programs, and services by embracing Diversity, Equity, Inclusion and Belonging (DEI&B) and leading with respect, acceptance, and compassion. It’s what makes us exceptional in achieving our mission and drives us to deliver culturally competent and effective care coordination services.
We are passionate about embedding DEI&B into everything we do for our coworkers, community and the people we are privileged to serve
We respect all individuals irrespective of gender, race, ethnicity, national origin, religion, age, sexual orientation, gender identity, education, ability, and any other characteristics that make a person unique
We value individual identities and unique perspectives by creating safe spaces that invite courageous dialogue and embrace authenticity
We recognize that equity must take centerstage by creating a culture that promotes understanding that people have different needs and wants. We acknowledge unconscious bias and we take an active stance against racism and social injustice. Being non-racist and impartial is not enough. We believe we are stronger together.
Efforts to Date
We maintain two DEI&B Committee’s, one is coworker led, the other led by our Board of Directors, both of whom work side-by-side to ensure our commitment to DEI&B is maintained and strengthened by continued action.
Earlier this year Dianne Edwards-Barnes was appointed The Coordinating Center’s first, DEI&B Coordinator. Dianne, who has served as co-chair of The Coordinating Center’s coworker led DEI&B Committee since 2000, recently obtained her Certificate in Diversity and Inclusion from Cornell University in 2021, where she studied strategies to improve engagement, counteract unconscious bias, and create a more supportive and engaging place to work.
We maintain a zero-tolerance policy on bullying, harassment, and discrimination. We have instituted reasonable accommodations in the workplace and for clients to ensure equal access to services. We maintain a religious accommodations policy and recognize Juneteenth as a paid holiday. We pursue cultural competency through substantive learning opportunities and formal, transparent policies and have integrated gender-neutral and anti-ableist language in policies and practice. All coworkers receive annual training on DEI&B (e.g., unconscious bias, microaggressions) and our leadership is focused on sourcing diverse talent and promoting a culturally diverse pipeline.
The Coordinating Center is intentional and conscious of personal bias during the hiring, promoting, and evaluating processes and periodically surveys coworkers to ensure best practices in DEI&B are met or exceeded. The Coordinating Center maintains accountability through its grievance policy and process, which ensures a fair and objective system for raising issues without bias. We also periodically survey our team to ensure best practices in DEI&B are met and maintained and are using the feedback from our latest survey to enhance our new strategic plan.
The N2 Company
The N2 Company connects businesses with their ideal clients through hyper-local magazines in affluent areas nationwide. N2's "why," however, is to create meaningful careers where people are challenged to grow personally, professionally, and even spiritually.
About our inclusive benefits:
Each and every year, N2 adds new and even more unique perks to our benefits program.
We offer all the standard fares common among most great workplaces: 401(k) matching, maternity and paternity leaves including for adoptions, generous PTO, various affordable insurance coverage options, etc.). But there are quite a few offerings that go above and beyond the expected – and these are all provided for the sole intention of promoting the overall wellbeing of our workforce.
Here are the top 10 noteworthy and unique benefits on offer:
1. Through the N2 First-Time Homebuyer Program, we gift team members $7K to put towards the downpayment on their first home purchase.
2. Our Sabbatical Program not only offers but *requires* team members to take a paid, three-week sabbatical every third year of employment to combat burnout.
3. N2 partners with a pediatrician's office near our corporate headquarters to cover the monthly fee for the pediatric needs of all children of local N2 employees (including home visits).
4. N2 covers the majority cost of local physical therapy so the life-changing practice of PT can be accessible to employees for the extremely low co-pay of $5.
5. We pay for LinkedIn Learning subscriptions for every team member, and boast a user rate of 85%!
6. N2 provides free nutritional counseling and health coaching with a licensed nutritionist, including free annual biometric screenings and fun health challenges throughout the year.
7. In partnership with a wealth consulting firm, N2 covers the cost of custom, confidential financial planning in the form of in-depth, three-hour sessions employees can take advantage of every year.
8. In addition to eight paid holidays and PTO ranging from 10-30 days annually (depending on tenure), N2 provides a paid Holiday Break that covers the last week of the year.
9. Not only does N2 offer a Dependent Care Flexible Spending Account (DCFSA) for all of our parents and/or caregivers, but matches contributions up to $500 to help further offset the cost of care.
10. Our employee assistance program allows team members and everyone in their household to speak confidentially with masters-level clinicians 24/7 to discuss personal or professional problems that may interfere with any work or family responsibilities.
All benefits are provided to every team member (some after 90 days of employment) no matter their age, race, sexual orientation, position, or any other possible form of discrimination. N2 cares about its people and works to ensure the wide variety of benefits offered is truly beneficial to as many of our team members as possible.
tkxel is a value-driven company having a profound history of leveraging top tech talent and creating innovative software solutions for global leaders in business through deploying cutting-edge technologies.
We have grown to become an expert technology leader in the following services:
Custom Software Development
Mobile App Development
Web App Development
About our inclusive benefits:
Diversity, Equity, Inclusion, and Belonging drive the core of tkxel’s leadership.
Keeping these components into consideration, tkxel strives to create a caring culture and infuse a sense of belonging in the workplace
Initiatives are thoughtfully planned with a people-centric approach to ensure that all employees flourish regardless of their race, gender, age, religious background, ethnicity, and physical ability, with special consideration to underrepresented groups.
tkxel branded a “People” department aimed at providing equitable opportunities to all and building an inclusive work environment where everyone feels valued.
Being an Equal Opportunity Employer we place a particular emphasis on women's representation within the existing workforce and the application process. For every job opportunity, tkxel ensures that the applicant pool consists of a balanced male/female candidate ratio with adequate female representation. This also includes allotting a fixed percentage of the workforce to people with disabilities.
Professional Development Initiatives are structured to provide equal learning opportunities and foster inclusivity, including tech boot camps, masterclasses, and knowledge-exchange sessions for all the employees at tkxel.
Safe Corner for tkxel’s employees to establish a strong sense of belonging and psychological safety, tkxel introduced a mental health program with a licensed psychotherapist on the house, where employees can receive onsite therapy and voice their concerns.
WeFit Program at tkxel, which promotes the physical wellbeing of employees. Onsite gym facility, fitness instructor, certified nutritionist, and licensed physiotherapist are all part of the WeFit program driven towards employee wellness. In addition, these initiatives aim to promote an inclusive and equitable work environment.
Leadership Talks in several universities were arranged to nurture young talent, and bridge the skill gap between academia and corporate industry. This initiative harness the power of age diversity, so that the age-diverse teams can be well-managed and a mentorship channel is fostered for skill building, fast-tracked learning, and knowledge transfer.
Considering the Monetary Benefits, while we gain our financial targets, our employees receive a fair share of celebrating it as an annual bonus. They get an annual leave encashment facility to financially compensate employees for the extra effort they put in. tkxel's provident fund policy provides employees with lump sum payments at the time of exit from the company. A facility of loan for the employees with bearable payback deadlines and no hassle of interest
Returnship Program that caters to working women who can instantly resume their careers after a parental employment gap. The flexibility of hybrid work and work-from-home offered to employees boosted women's representation in the workforce. It also created an essence of corporate belonging and being their authentic selves.
Corporate Daycare Program to facilitate working parents. While daycare facilities are considered women-oriented, providing family-friendly benefits and policies are gender-neutral. Considering this, single parents at tkxel can take full advantage of this facility, whether they’re mothers or fathers.
STEM Program is nurturing the kids of our employees for a better tomorrow is equally important to us. Considering this we regularly arrange learning camps to engage the kids of our employees in a real-world engineering environment where they (kids) learn about technology, 3D designs, and social skills.
TruConnect Co-Founder, Board Member, and Co-CEO Matthew Johnson built the company with his brother, Nathan Johnson in 2010. TruConnect is the fastest-growing premium low-cost wireless service provider in the U.S., expanding availability of wireless and internet service plans and low-cost devices through Lifeline and the Affordable Connectivity Program (ACP) to all eligible Americans. TruConnect is mission-driven, transforming how people connect to the world and helping more Americans gain access to critical resources while staying connected to family and friends. With no-contract plans for voice, text, and data, and easy-to-use devices like handsets, tablets, computers and hotspots, TruConnect is bridging the digital divide and connecting millions of Americans who have otherwise been overlooked and underserved by traditional providers.
About our inclusive benefits:
We recognize that the health and wellbeing of our employees is hugely important. And, having retail locations, many of our employees are in marginalized groups and make minimum wage. So, we changed our employee contribution model so that TC pays 90% of benefits for employees and all their dependents. We wanted to make sure that all employees and their families had a better chance of affording our offered healthcare. We also believe in treating the mind as well as the body, so we also offer numerous counseling sessions for employees and their families to address any mental health issues that may arise. We want our team members to come to us with their whole authentic selves and ensuring that they are healthy all-around is paramount to us.
We connect buyers and vendors with the most trusted content. We believe truth should drive every business decision. Our reviews empower buyers to make informed decisions, but they are also a goldmine for vendors who want to authentically engage prospects on TrustRadius and beyond. That is why we built our business on quality and trust, not selling leads or trading on brands. Whether you're a buyer or a vendor, you know we have your back.
About our inclusive benefits:
We have a robust benefits package for a start-up company. Our organization pays 100% of the medical, dental, vision, STD, LTD, and group life premiums for all full-time employees AND their families, and all plans come with a rich network of providers.
We offer monthly Self Care days where the organization closes so all employees can take a day to focus on wellness in whatever manner means the most to them. After Roe vs. Wade was overturned, we announced a travel policy when related to medical needs not available close to them.
We provide a safe space for our Women in Tech, LGBTQ+, and working parents to speak up, share resources, and feel included. Combined with the Unlimited PTO policy where employees can feel comfortable taking days off that align with the beliefs and needs, our employees are truly happy with their benefits and the impact they have on employees and families.
Truveris is a leading healthcare technology company focused on delivering truth and clarity in pharmacy. Their solutions provide the insight and knowledge to help people lead healthier and more productive lives. Truveris' proprietary technology, coupled with deep pharmacy expertise, helps to build a more efficient market that maximizes choice, accessibility, and prescription drug affordability.
About our inclusive benefits:
From Sailusha Gosala, Product Marketing Specialist at Truveris
As someone who has always prioritized diversity when looking for a new job, I am excited to submit this nomination for my company, Truveris, because they support employee well-being and a diverse and inclusive workplace through the benefits they provide.
About our inclusive benefits:
Having the option for unlimited PTO offers us the time we need to take off, spend with family, take care of ourselves, or take the time to recharge. Since I started at Truveris, I have never faced any challenges taking off the time I need. As long as I provide enough notice when it’s a more extended vacation, everyone has been great about working around each other’s PTO schedules. My manager has also encouraged me to take time off if she notices I haven’t taken days off in a while.
Remote working with a co-working stipend
A remote working environment has been one of my favorite benefits that Truveris offers. It provides the company the opportunity to bring in a diverse talent pool because they are not limited geographically, and it also gives employees a chance to build a better work-life balance. I have achieved a lot more in my day than I ever had when I had to commute to a previous role. For someone like me, who likes the remote environment and being around people, I have loved that Truveris offers a monthly co-working stipend. This allows me to go to a WeWork close to where I live but still have the flexibility I need in my day. We also have multiple team meetings in person throughout the year, which is a great way to get in front of your co-workers.
These last few years have been tough. In addition to a monthly wellness stipend that can be used at the employee’s discretion, which I use towards my gym membership, Truveris offers employees free access to Happify, a mental health app.
Through the app, I have created a plan based on my unique challenges and have been held accountable to take small steps toward bettering my mental health.
University recruiting & internship program
As someone who prioritized diversity when looking for a new role, I loved seeing the efforts Truveris put into bringing in and building a diverse talent pool. Healthcare is not the most diverse industry, so Truveris has worked to recruit from universities and created an internship program to bring in those that might not have a healthcare background. They also provide lots of internal industry training to ensure anyone who does not have a healthcare background has the resources they need to get up to speed and can focus on leveraging their skill set.
Truveris also offers telehealth services through our health plan to provide more options to employees with different needs. This allows people who might not be able to afford or can’t go in person to a clinic the opportunity to make the decision that works best for them.
UNICEF USA is a private, independent, U.S. nonprofit that exists to deliver impact for children. It advances the global mission of UNICEF by rallying the American public to support the world’s most vulnerable children. UNICEF USA is driven by a shared objective that every child is healthy, educated, protected, and respected. Headquartered in New York City, UNICEF USA has nearly 300 employees across the U.S. with nine regional offices. This year, UNICEF USA raised over $1B in private sector support, advanced legislation, and secured government resources to deliver impact for children.
About our inclusive benefits:
UNICEF USA takes a holistic approach to employee wellbeing. In addition to our standard benefits, staff also have access to Diversity, Racial Equity, & Belonging resources, and a variety of learning and development programs designed to inspire and sustain both personal and professional development.
UNICEF USA staff have flexible working options and can opt to be fully remote or hybrid, with no minimum number of days required in the office. To assist with reducing burnout and promoting work-life balance, all offices close at 2:00 p.m. local time on Fridays. We also offer Wellness Wednesdays in the spring, during which an hour each week is designated for a variety of wellness sessions (past offerings have included Aromatherapy, Self-Defense, Art Therapy, and Sound Bath).
Most recently, we implemented Flexible Paid Time Off, which allows our organization to foster a work environment built on equity, trust and responsibility. Our Flexible Time Off Policy is premised on our belief that employees should take the time off that they need, when they need it, in order to achieve balance in their lives, while continuing to deliver exceptional results when they are on the job. Rather than a cap on how many vacation days staff get, there is now a floor, or a minimum number of days staff are expected to take every year. It is encouraged that staff take time for vacations, cultural holidays, birthdays, mental health days, and the like.
We also offer our staff a very generous parental leave policy. After a year of employment with UNICEF USA, staff are entitled to fully paid 24 weeks of parental leave for birth, adoption, or foster of a new child. We have also recently introduced several other family-friendly benefits, including partnerships with Care.com and Milk Stork.
In addition to the benefits listed above, UNICEF USA is proud to offer our staff resources and opportunities to support personal and professional development. Examples include: staff-led Employee Affinity Groups that meet monthly to foster pockets of community and safe spaces throughout the organization
monthly organization-wide Intentional Engagement Days when staff are encouraged to meet in person with colleagues in their geo-hub to promote alignment, human connection, and cross-collaboration
and a variety of coaching resources such as internal coaching with a Learning & Development staff member, peer coaching groups facilitated by external coaches, and an on-demand, 24/7 coaching platform that offers all staff an unlimited number of confidential coaching sessions with certified external coaches around the globe.
We are committed to measuring whether we are meeting our goals around staff satisfaction and employee wellbeing. To that end, our recent engagement score— the primary measure of how people are feeling about their work—was 74% positive. This is 6% higher than Culture Amp’s benchmark for nonprofit organizations our size, and is a 12% increase from our July 2021 score. We are especially proud that 99% of respondents were favorable or neutral on the following two points: “UUSA really allows us to make a positive difference” and “UUSA’s commitment to its mission is genuine.” 95% of respondents had a favorable or neutral view that UNICEF USA is in a position to really succeed over the next three years.
UNICEF USA is proud of the benefits we offer and is committed to meeting the ever-evolving needs of our workforce.
VaVa Virtual Assistants
VaVa Virtual Assistants is a boutique Virtual Assistant agency with one simple goal: connecting business owners with high-performing Virtual Assistants (VAs.) VaVa is a team of network builders, overhead eliminators, and freedom creators for entrepreneurs who believe that business success and quality of life are not mutually exclusive goals. Lauren Gall and Melanie Ammerman launched VaVa Virtual in 2011 to the 7-figure business it is today to help clients achieve their personal version of work/life balance. Their future-focused, VA hiring model prioritizes sustainability and empowers business owners to source proven remote talent, break the vicious cycle of hustle culture, and reclaim what brings them joy, personally and professionally.
About our inclusive benefits:
Our mission is simple: connecting business owners with high-performing Virtual Assistants. We are network builders, overhead eliminators, and freedom creators for entrepreneurs and others who believe that business success and quality of life are not mutually exclusive goals. Our team takes pride in working with businesses and regularly providing the support they need. .
As a small women-owned business, VaVa is exceptionally proud to have a wonderfully diverse staff that doesn’t conform to one label. Our team of professionals celebrates diversity, we’re united in our shared commitment to excellence and innovation.
Make no mistake: VaVa’s team works hard, but we know firsthand how hard it is doing it all yourself. We also recognize that hustle culture takes the joy out of, well, everything and entrepreneurs across the board are exhausted. We launched VaVa Virtual in 2011 to help clients achieve their personal version of work/life balance. Our future-focused, VA hiring model prioritizes sustainability and empowers business owners to source proven remote talent, break the vicious cycle of hustle culture, and reclaim what brings them joy, personally and professionally.
Verusen is a leading Materials Intelligence provider focused on helping global manufacturers streamline their supply and materials management strategy. Verusen utilizes advanced data science and artificial intelligence to harmonize disparate material data across multiple enterprise systems to provide complex supply chains with material truth for supply and inventory planning and procurement intelligence. This helps organizations reduce risk, optimize working capital, and ensure production uptime to meet customer needs. The result is a foundation that organizations can trust to fuel digital transformation and support supply chain maturity initiatives. Headquartered in Atlanta, Verusen has been named one of Georgia’s Top 10 Innovative Technology Companies.
Verusen is a fast-paced tech start-up addressing issues in the Supply Chain with cutting-edge automation and Artificial Intelligence (AI). Headquartered in the heart of “Supply Chain City” and Atlanta’s famous Tech Square, we offer our employees comprehensive benefits which include 12 weeks of paid leave for all parental caregivers for birth or adoption of a new child + an additional 4 weeks paid leave for birthing parents (for a total of 16 weeks) to aid in physical recovery time. We offer 10 additional weeks of paid family & medical leave that can be used in support of an immediate family member who is deployed for active military duty.
Our employees have the flexibility to choose to work from home, in an office, or on a hybrid schedule, allowing them to do their best work where they see fit with a $600 annual stipend for each employee toward the cost of maintaining a home office. We have Flexible PTO, 9 paid holidays + and are closed the last week of the year, fully paid. Our employees receive 1 week paid bereavement leave and an annual $600 wellness stipend so that our team prioritizes mental and physical wellness.
We have implemented a formal, measurable DEI program, and hold ourselves accountable for advancing DEI across the organization, our communities, and partner programs. Verusen is one-third BIPOC/LGBTQ across our executive management team and workforce and intentionally diversified across our board members. We have invested in a long-term, strategic partnership with DEI Expert and Consultant Adriele Parker, to help improve our cultural competence, identify and disrupt systemic barriers, and build equitable & inclusive spaces for all. Recent training Adriele has conducted at Verusen includes microaggression and upstander training and an inclusive workplace workshop.
Our “GOOD HUMANS” recruiting process and employee onboarding embody DEI principles and a diverse, equality-based, and inclusive environment. In addition, Verusen conducts formal performance management and hiring training (interviewing) on how to fight bias, including recency bias and gender bias.
We advance DEI through our EMPATHY practice, our formal commitment to practicing and striving for greater empathy believing in a collaborative approach to problem-solving and amplifying value.
We have a flexible and open communications work environment. We have made it a priority and a policy to ensure that everyone has a voice and that each individual’s personal experience and expertise are appreciated and individual work requirements are met. In addition, we have developed a collaborative and creative process that ensures team members want to contribute to the company’s success as a collective.
We have quarterly employee surveys to measure and hold ourselves accountable for our DEI program and the overall health of our employees. In addition, our “Head of People” Director focuses on the success of the organization and its progress in DEI at an individual and team level.
Established this year, VerusenNOW (Verusen Network of Women and allies of women) meets every month to discuss how to advance support DEI best practice sharing and advocacy examples of topics that have been covered include: 1) "Building and Advancing a Career in Data", 2) Work-Life Balance & Mentoring Women", 3) Rebecca's Tent Fall Charity Donation, 4) "The Challenges of Being a Woman Developer in Tech."
We also advance DEI through our partnership programs. We foster professional environments that value equal opportunity and individual differences. An example is our partnership with Daivergent, a technology platform company that helps unlock the unique aptitude of people on the autism spectrum, connecting companies to a high-quality remote workforce. Daivergent employees are helping Verusen tackle the challenges related to further developing AI and machine learning, specifically related to solving supply chain issues. Verusen and Daivergent’s collaboration pairs people with specific job types and tech problem-solving related to targeted AI data training that improves outcomes. Specifically, Daivergent employees provide Verusen with annotations and training data for new and exploratory AI tasks. Our partnership with Daivergent helps unlock the unique aptitude of people on the autism spectrum, connecting the company to a high-quality remote workforce with jobs they are well suited to and proven to excel in.
In its six years, Verusen has developed a culture that values building a diverse team of good people who are ready to move fast, challenge the status quo, lead by example, drive change, and collaborate together enabling the well-being and aspirations of its 60+ diverse employees.
Vestiaire Collective is an ecommerce website and community dedicated to fashion, where community members can buy and sell gently worn clothes and accessories. Every item is carefully checked by a team of fashionistas before being attractively packaged and shipped to its new owners.
About our inclusive benefits:
We offer a number of inclusive benefits. 1) Instead of floating holidays, we have rolled out 2 choice days per year for employees to take off. We decided to move away from "holiday" and have choice days so our employees can decide what days they want to celebrate. 2) We just increased our parental leave policy to 3 months for both parents 3) We offer 3 days of wedding pay for newlyweds
Vital Voices Global Partnership
Now celebrating 25 years since its founding, Vital Voices Global Partnership has directly invested in more than 20,000 changemakers across 184 countries and territories since its inception in 1997. Driven by the universal truth that women are the key to progress in their communities and nations cannot move forward without women in leadership positions, Vital Voices has provided early support for leaders who went on to become Nobel Peace Prize Laureates, U.S. Youth Poet Laureates, Prime Ministers, award-winning innovators, pioneering human rights defenders, and breakthrough social entrepreneurs, including Amanda Gorman, Malala Yousafzai, and more. In an effort to advance and expand this work, in 2022 Vital Voices opened the doors to the world’s first global embassy for women, the Vital Voices Global Headquarters for Women’s Leadership —a first-of-its-kind space that allows for convening, innovation, planning, and action — all in the pursuit of tackling the world’s greatest challenges.
Serving as a “venture catalyst,” Vital Voices identifies leaders with a daring vision for change and partners with them to make that vision a reality. It provides connections, increased capacity, a peer network, financial support, skills training, and increased visibility for their work, which ranges from gender-based violence and climate justice to economic inequities and political disempowerment, and more.
About our inclusive benefits:
At Vital Voices, our mission is to invest in women leaders taking on the world’s greatest challenges. Our team is made up of dynamic, mission-driven, high-performing individuals who roll up their sleeves every day to support the important work of the women in our network.
Internally, we invest in and empower our staff to make their own difference in the world. While the issues we tackle are difficult, we are fulfilled knowing we're making an impact on achieving a more sustainable and gender equal world. We strive to provide our own Vital Voices with the benefits, resources, and opportunities they need to fulfill their driving force, support the VV mission, and do so while being their most authentic selves.
Vital Voices celebrates the diversity of the individuals that make up our team. We aim to make VV a great place to work for individuals of all backgrounds, cultures, and lifestyles. Vital Voices staff and leaders have participated in extensive and ongoing DEI training aimed at making our workplace and the network which we have developed, more diverse, inclusive, and equitable.
Vital Voices engages women leaders across the globe of nearly every race, ethnicity, religious affiliation, ability and economy. In 2022, we embarked on the next challenge of our organization – opening a new building, the Vital Voices Global Headquarters for Women’s Leadership, which has become a beacon for women’s leadership around the world. In doing so, we understand and embrace the necessity of self-reflection. Embarking on this learning as an organization has enabled us to reflect diverse perspectives within our own staff, partners, and immediate community in ways we have not thought of previously.
In 2022, we made the following commitments to DEI. We are committed to increasing diversity among our staff, volunteers and donors. Diversity is expressed in a myriad forms, including race and ethnicity, gender and gender identity, sexual orientation, socio-economic status, language, culture, national origin, religious commitments, age, (dis)ability status, and political perspective.
We are committed to working actively to challenge and respond to bias, harassment, and discrimination among or between staff, volunteers and donors. We are committed to equal opportunity for all persons and do not discriminate on the basis of race, color, national origin, age, marital status, sex, sexual orientation, gender identity, gender expression, disability, religion, height, weight, or veteran status.
We are committed to pursuing deliberate efforts to ensure that, in our workplace and among our donors, differences are welcomed, and different perspectives are respectfully heard. We know that by building a critical mass of diverse groups within our network and creating a vibrant climate of inclusiveness, we can more effectively leverage the resources of diversity to advance our collective capabilities.
With regard to benefits, our employees, overwhelmingly women and mothers, find growth and balance with the support of benefits like ongoing Professional Development ($1000 each year for each employee to use towards their own education), a holistic wellness plan, and a hybrid, collaborative, and dynamic environment. Our diverse community is also supported by three thriving Employee Resource Groups composed of our BIPOC, LGBTQIA+, and Caregiver communities, and a fourth, the VV Collective, which supports community building and enhancement for the entire staff. The ERGs ensure that their identities and values are woven throughout Vital Voices culture through initiatives like a Pronoun and Gender Workshop, Cultural Potluck, and Community Volunteer and Fundraising opportunities.
Employees have access to robust medical and wellness benefits that address their unique needs to support health and wellbeing at every stage in their careers. Staff can take advantage of medical, dental, and vision benefits covered 75% by VV for themselves and dependents, as well as fully covered life and disability insurance. There are 62 total Medical Insurance plans to choose from, which is a real pride point knowing that with so many options, essentially employees can find a health plan custom to their unique needs. Medical, Dependent Care, and Transportation Flexible Spending Accounts are also available as an opportunity to save money on these particular expenses. We offer a 403(b) retirement plan with a match that vests immediately and accompany this benefit with yearly financial savings education, and the opportunity to invest in socially responsible funds in line with Vital Voices values. Our Employee Assistance Program, adopted in 2022, offers a wide variety of resources and benefits related to everything from Financial Savings Tools, to Legal Support, to Mental Health Benefits, to assistance with grocery shopping and dog walking.
Vital Voices Medical Insurance and Employee Assistance Program both provide a wide range of easily accessible mental health benefits which we accompany with twice-yearly mental health education aimed to encourage use of these benefits, reduce the stigma associated with seeking mental health support, and provide tools for prioritizing mental health. Our teams who are exposed to particularly traumatic subject matter are directly provided with one on one therapy, as well as group sessions within their teams from licensed clinicians who support humanitarian workers all over the world. In the office, Vital Voices promotes the mental wellbeing of our staff with weekly centering exercises which provide the opportunity to set an intention as a community, and generate a sense of grounding before the week ahead. The building includes two Wellness Rooms for staff to step away from work and take time to process difficult information, to meditate, lactate, or to pray.
Vital Voices encourages the physical wellbeing of our staff through twice yearly movement challenges which are aimed at building community, and offering a fun and inclusive way to motivate and hold staff accountable for their own unique physical wellness goals. Vital Voices taps into staff expertise and further promotes physical wellbeing and community with our group fitness class series. Certified staff members lead their colleagues in group fitness classes ranging from yoga, to cardio dance, to cycling. We have partnerships with local wellness vendors such as our neighborhood yoga studio and gym, and a local farm to door grocer, all of which provide discounts to Vital Voices employees. The farm to door grocer also stocks our office with fresh fruit each week which is a great accompaniment to the gorgeous herb and vegetable garden on our roof where staff help themselves to the weekly harvest. Internal and external gatherings are catered by women owned businesses and are chosen with particular focus to cultural variety and attendees’ dietary preferences and restrictions.
A variety of leave options, such as org wide Collective Rest each December and August, ample parental leave options for both new parents and all parents, wellness flex-days, and volunteer leave give employees time away from work to grow, find balance and thrive. New mothers are offered 8 weeks of fully paid maternity leave on top of 12 weeks of leave through the District of Columbia Paid Family Leave Act, and 6 to 8 weeks of Short Term Disability depending on delivery type. This totals 7 months of maternity leave available. New fathers receive 8 weeks of fully paid paternity leave through Vital Voices, plus 12 weeks through the District of Columbia, totaling 5 months of possible leave after the birth of a child. Ample vacation, sick, and personal leave are provided to all employees as well.
We are proud to offer a variety of benefits to meet a wide range of personal needs and work to foster an inclusive community with the right balance between employee morale, well-being, productivity, and impact so that all employees feel well, challenged, and deeply invested in supporting our network of women.
WellRight powers over 500 corporate wellness programs with its flexible and fun-to-use software. Offering all the essentials (health risk assessment, fitness device integration, pre-built challenge library, health coaching, claims data analysis, biometrics, and a rewards engine), WellRight’s customizable design lets employers tailor these features so they can deliver wellness programs that are relevant to employees. This approach to corporate wellness helps organizations build a better culture and a better business while employees create healthy habits.
About our inclusive benefits:
WellRight is dedicated to promoting our employees' physical, emotional, financial, social, purposeful, and occupational health through the benefits we offer and the environment we foster. We are unwavering in our commitment to insure a diverse, inclusive, and safe workplace and design our benefits to eliminate any barriers to our employees' health and success. We continuously review and challenge ourselves to break all barriers to hiring, promoting, and retaining a dynamic workforce. Our DEIB committee is represented by top leadership and HR executives who influence and direct these efforts.
WellRight is committed to compensating our employees well and equitably by offering competitive salaries. We believe in mutual trust between employer and employee and offer unlimited PTO plus 10 company holidays. Employees are encouraged to take time off and define their version of work-life balance. Additionally, employees enjoy a high level of autonomy and responsibility with a flexible work schedule.
Whether at home or in our Chicago office, we want our employees' workspace to be set up for success. In addition to our corporate office which offers a welcoming and collaborative environment, we provide an at-home internet and home office stipend for all employees.
At WellRight, we foster and support whole wellness by offering low-cost health, dental, and vision options ~ including one health plan at no cost to employees and their families. Long and short-term disability insurance is fully paid by WellRight, plus we offer additional voluntary benefits including supplemental life insurance, transit benefits, identity protection, and pre-tax savings accounts. We pride ourselves on reducing healthcare burdens. Additionally, we promote and incentivize employee participation in our WellRight Wellness platform.
We celebrate that families come in all shapes and sizes and that working parents should receive appropriate paid leave to bond and build connections with their children. WellRight offers up to 12 weeks of paid pregnancy leave and up to 6 weeks of paid parental leave for spouses or adoption or foster care placement of a child.
WellRight is growing. Investing in our employees and cultivating a diverse and inclusive workplace is as important as the products we sell.
WorkRamp is the All-in-One Learning Platform that drives business outcomes and is built for the new era of work.
Deliver internal, cross-departmental, and extended learning opportunities to your most important asset in today’s business: the people. WorkRamp empowers businesses to design impactful learning programs for employees and customers in one single platform.
About our inclusive benefits:
WorkRamp is a people-driven company with the belief that businesses should not only build lasting products but also lasting careers. We’re building a team that believes in our vision and can help us create a diverse, inclusive, and high-performing culture at WorkRamp.
We know that the investment in Diversity, Equity, Inclusion and Belonging (DEIB) makes business sense, but we think it should make people sense first. To make any meaningful change, we acknowledge that systemic and structural oppression has contributed to the inequitable power and privilege dynamics present in our workplace today. We can’t truly move forward without actively fighting against these institutionalized injustices.
WorkRamp is a people-first organization. We are committed to building a diverse, equitable, and inclusive workplace. We know that the only way to empower every professional to reach their fullest potential truly is to make sure everyone feels safe, valued, heard, and ultimately has an equitable opportunity to succeed. We will always work to make WorkRamp a place where every and all employees belong.
Leaders in Learning
At WorkRamp, we pride ourselves on being the leaders in learning. This doesn't just apply to our business understanding
this is our philosophy for how we can help and better support our employees and the communities around us. There may never be an "endpoint" regarding our diversity, equity, and inclusivity work. However, this only empowers us to commit to learning and trying every day.
Power in Community
We believe in the power of community. At WorkRamp, we support Employee Resource Groups (ERGs) to foster a diverse and inclusive workplace. Our ERGs exist to organize our collective voice within the company and to honor and recognize the achievements of our employees.
Our current ERGs are:
WorkRamp Mental Health Awareness and Support
Womxn of WorkRamp
WorkRamp Asian American/Pacific Islander
WorkRamp Juntos LatinX
We believe in empowering the communities around us and supporting equitable access to learning and education.
Some of our employee-centric Perks & Benefits include:
- Fully Remote - Work from anywhere in the US (& earn role-based pay vs location-based pay)
- Unlimited PTO & 17 company-wide holidays including a winter break
- Equity with annual refreshes
- Full healthcare coverage
- Paid parental leave: 12 weeks paid parental leave for Birthing Parents & 8 weeks for Non-Birthing Parents.
- 100% paid short-term & long-term disability insurance, plus life insurance
- Stipend for remote work setup, DeskPass account, & virtual and regional meetups
- Annual stipend for professional development
- Half Day Fridays every other week
- Quarterly Self Care Days with a $50 spending budget
- Mental Health and Wellness Resources including a free subscription to Calm Premium & access to 2 Employee Assistance Programs (EAP)
- $100 Birthday Donation to the charity or non-profit of your choice
- Employee Resource Groups (Mental Health, Womxn of WorkRamp, WorkRamp Asian/Pacific Islander, WorkRamp Afro-xxx/African-American/Black, LGBTQties, Juntos Latinx, WorkRamp Pride)
- Access to Well-Being Benefits including: One Medical, Gympass, Carrot Fertility, & Headspace
Yext (NYSE: YEXT) helps organizations answer every question about their business. Yext's Answers Platform collects and organizes content into a Knowledge Graph, then leverages a complementary set of products — including Listings, Pages, Reviews, and Search — to deliver relevant, actionable answers wherever customers, employees, and partners look for information. For over 15 years, thousands of companies worldwide have trusted Yext to create seamless content-driven experiences at scale across search engines, websites, mobile apps, and hundreds of other digital touchpoints.
About our inclusive benefits:
Yext promotes diversity, equity, and inclusion through organizational culture and programs that enhance employee connectedness. This starts with our workspaces and flexible work arrangements. The environment in which our employees work is an empowered choice. In June of 2021, Yext opened offices for in-person work as an option for employees while remaining to support a hybrid environment for team members who were more comfortable working remotely. We’ve found that by endorsing a flexible work model, our employees have more control over the balance between work and personal life, thus, reducing stress and increasing mental well-being. For individuals who opt to work in one of our 11 global offices, many of our spaces also provide gender-neutral bathrooms, accessible floor plans, and wellness rooms.
At the pandemic's beginning, Yext expanded employee benefits to include greater mental health coverage outside our insurance (i.e., EAP benefits and virtual counseling sessions). We now offer a company-wide subscription to the meditation, sleep, and relaxation app Calm, a corporate gym membership with Gympass, and access to the platform Thrive, a holistic well-being solution. Outside of these benefits, we celebrate Wellness Month in October and offer various mental health workshops throughout the year. Most recently, our ERG for employees with Disabilities & Chronic Conditions organized a Stress Relief & Recovery workshop hosted by Nina Nesdoly, a work stress and burnout prevention consultant, speaker, and researcher.
Yext heavily emphasized learning and development this past year to help enable new growth opportunities throughout the business. A few key L&D and recruiting initiatives are:
- Hosting inclusive hiring training that focuses on tools to remove bias from the recruiting and hiring process, broadening the candidate pool, and bringing more diverse talent to Yext.
- Provided financial resources for professional development training by functional groups and individuals every year professional development includes attending an online class to learn new skills, attending a conference, or pursuing outside training.
- Implemented a yearly mandatory training program for all employees, including courses on unconscious bias and anti-harassment.
For more than 100 years, Xerox has continually redefined the workplace experience. Harnessing our leadership position in office and production print technology, we’ve expanded into software and services to sustainably power today’s workforce. From the office to industrial environments, our differentiated business solutions and financial services are designed to make everyday work better for clients — no matter where that work is being done. Today, Xerox scientists and engineers continue our legacy of innovation with disruptive technologies in digital transformation, augmented reality, robotic process automation, additive manufacturing, and the Industrial Internet of Things.
About our inclusive benefits:
Integrating well-being into our diversity, inclusion (DIB) and belonging initiatives are critical to enabling a successful workplace where our people are happy and healthy. Synchronizing our DIB initiatives with well-being has helped us focus on providing inclusive benefits for all our employees so they can take care of their needs as well as those of their loved ones. By doing so, we will sustain our workplace, promote inclusion and encourage belonging.
We are excited to share some of the benefits we offer that promote the well-being of our employees:
• To ensure that all employees have healthcare, a no-cost medical plan is offered to lower-wage employees and salary-based pricing is available on premiums to make it more affordable.
• In support of our LGBTQ+ employees, we provide coverage for Gender Reassignment and Domestic Partner Coverage. In the late 1990s, Xerox was one of the first companies to offer domestic-partner benefits to same-sex partners of employees.
• Employees who want to grow their families can participate in the Adoption Assistance Plan and be reimbursed 100% of all eligible expenses associated with the adoption of a child incurred by the requesting employee while actively employed with Xerox up to a maximum of $3,000 per child.
• We offer travel and lodging benefits for any covered services where an in-network provider is not available within 100 miles of a member’s home.
• We recently added abortion coverage.
Our work-life programs assist our people in many aspects of navigating through life:
• We offer a lifestyle spending account for first-time home buyers.
• We offer support with surgery related to human organs, marrow, and stem cell transplants.
• In 2021, Juneteenth and Veterans Day were added as company holidays.
• We have ten active Employee Resource Groups that invest their time and resources in transforming lives by making a difference within the workplace and their communities.
Providing these types of benefits helps create an environment where our employees can achieve their goals and make our clients more successful.
Yotpo is the leading eCommerce marketing platform, helping thousands of forward-thinking brands like Rebecca Minkoff, MVMT, Bob’s Discount Furniture, and Steve Madden accelerate direct-to-consumer growth. Our single-platform approach integrates data-driven solutions for reviews, loyalty, SMS marketing, and more, empowering brands to create smarter, higher-converting experiences that spark and sustain customer relationships. We integrate with the tools online businesses use every day, including Google, Instagram, top eCommerce platforms, and the rest of the martech stack. Yotpo is a Forbes Cloud 100 company with offices worldwide including New York, London, Tel Aviv, Sofia, Australia and growing!
About our inclusive benefits:
It's less about just the benefits, and more about the way the company has listened. For example, job candidates were telling Yotpo's Talent Acquisition team that our time off wasn't competitive to their expectations and what they were seeing in the market. Yotpo collected the data, and a few months ago, Yotpo announced Flexible Time Off with no cap and an encouraged 15-day minimum use. Yotpo also covers 100% of medical premiums for the employee and 90% for dependents, making them extremely family-friendly. And finally, they offer comprehensive mental health benefits, including standards like EAP access and discounts on services like Calm, but also extensive coverage under the medical plan for therapy and wellness.
Zeta Global is a cloud-based marketing technology company that empowers brands to acquire, grow, and retain customers.
We are on a mission to be the preferred software platform for enterprises to accelerate growth and enrich the connections they have with their customers. The Zeta Marketing Platform (ZMP) activates on every online and offline marketing channel (including Email, Connected TV, SMS, Website, Social Media, and more) with sophisticated AI that analyzes billions of consumer data signals to predict consumer intent, personalize experiences, and accelerate growth for brands.
About our inclusive benefits:
At Zeta, we are building a culture of trust and belonging in an environment where employees can truly thrive in every way.
We are proud to provide a forum for employees to connect, support, and advocate for one another so that everyone has the space to be their authentic selves at work — and our Employee Resource Groups (ERGs) are at the center of this!
Our ERGs focus on celebrating diverse backgrounds and perspectives, advocating for the needs of their community, and educating others on how to become an ally. The latter is achieved by hosting a variety of events for our employees, such as panel discussions that highlight the experiences of those who are marginalized. Our ERGs also invest in and partner with external communities to provide more learning opportunities and support for groups in and outside of Zeta.
Here’s a look into our ERGs:
- Bridge Builder’s mission is to inspire change through action that benefits the Black community in and outside of Zeta and serve as a "bridge" that helps further the discussion towards to true inclusivity.
- LiT empowers Latinx employees at Zeta and in technology through education and career advancement.
- MOSAIC, an ERG Zeta launched this year, aims to promote and celebrate the wealth of ideas and rich heritage & culture among our employees of Asian and Pacific Islander (API) descent and to advocate for the diverse needs of this community.
- Zeta PRIDE, our ERG for members of the LGBTQIA+ community and allies, uses storytelling to educate employees and make Zeta as inclusive as possible.
- WING (Women’s Initiative for Greatness), one of Zeta’s first ever ERGs, focus is inspiring and empowering women at Zeta, but also across the globe through a variety of ways.
We offer benefits and perks that are representative of our employee workforce to ensure it meets the diverse needs of our employees. To name a few:
- Unlimited PTO
- 10 Paid Holidays (including MLK Jr. Day and Juneteenth)
- Medical, Dental and Vision Insurance
- Adoption Assistance
- Mental Wellness Resources through Insurance Providers
- Volunteer Days for employees to support a cause they are passionate about
- Pet Insurance
- Phone Stipend
- Employer equity for qualifying positions
Wellness has always been a core focus for Zeta, and we continuously aim to improve our resources by asking employees for feedback. In addition to providing benefits for their physical wellbeing such as our Annual STEPtember Challenge and discounted rates for gym memberships, we support their mental wellbeing as well by offering a variety of options to fit their needs. Mindful Mondays, hosted on a bi-weekly basis, are classes for employees to start their week with a stretch and meditation session to help them tackle their day and target areas most affected by the challenges of working from home. We also host global panel discussions with certified experts to help employees navigate burnout, setting boundaries, and prioritize their mental health.
In addition to our ERGs, benefits, and wellness programs, Zeta recognizes employees for their hard work and dedication through our Virtues Awards, which are presented at our Townhall every quarter. This is an opportunity to spotlight and appreciate exemplary teammates who truly demonstrate our company virtues - such as supporting our communities and being a DEI advocate.
We are doing our best to create a work culture where everyone is heard, supported, and celebrated for not just their work, but who they are as human beings. We look forward to continuing to foster an inclusive environment that prioritizes the wellbeing of our employees.
Ziff Davis, Inc.
Ziff Davis is a vertically focused digital media and internet company whose portfolio includes leading brands in technology, entertainment, shopping, health, cybersecurity and martech. They embrace the business and societal imperative to have a diverse and inclusive organization, support a sustainable future through their actions and products, and manage their businesses using the highest principles of business ethics.
About our inclusive benefits:
Ziff Davis is committed to caring for our employees and their families in the workplace and in their lives away from work. The diversified nature of Ziff Davis’ organization enables us to structure benefit offerings which are tailored to the needs of our global community of employees including:
In the US, we offer comprehensive coverage, giving employees up to five choices in medical plans so they can tailor their healthcare to their needs. Among our many plan offerings, we provide matching HSA contributions, low deductibles on both primary and mental health care, and concierge support for employees’ benefits-related questions. Outside of the US, we offer supplemental coverage to benefits offered by each country.
All full-time Ziff Davis employees enjoy generous parental leave policies, with 16 weeks of paid Parental Leave available to parents who give birth. All expecting parents (via birth, adoption or foster placement) receive 10 weeks of paid parental leave.
Paid Family Leave
Our U.S.-based full time employees can take up to 4 weeks of Paid Family Leave to care for seriously ill immediate family members.
Family Planning Support
For U.S. employees who are expecting or planning a family, Ziff Davis has partnered with Maven to provide around-the-clock support at every stage of the family planning journey. Maven provides a personal guide through egg freezing, fertility, pregnancy, postpartum, early pediatrics, and returning to work. Additionally, when traveling for work, employees are able to send breast milk home to their baby or carry it with them easily and safely with free breast milk shipping through Maven Milk.
Many of our positions offer the potential to work entirely remotely or using a hybrid schedule that includes some days working in an office location and some days working remotely.
Flexible Time Off
As part of offering paid vacation days, sick time, and personal days, Ziff Davis encourages our employees to take time off based on their individual needs. With Ziff Davis’ Flexible Time Off policy, employees are free to take time off without designating how their time will be used.
Wellness Your Way
Wellness is personal to each individual. Ziff Davis’ Wellness Your Way program enables its U.S.-based employees to choose their own wellness path. The program offers team members many free wellness-related activities including memberships to Calm and Noom, monthly wellness webinars and challenges throughout the year. Additionally, our Fitness Membership Reimbursement program (offered in some segments of our business) provides up to a $300 reimbursement per calendar year to employees.
Ziff Davis’ DEI strategy, programs and external partnerships are driven by employee input and participation. Ziff Davis also has six executive-sponsored Employee Resource Groups (ERGs) aligned with the Asian, Black, 2SLGBTQIA+ and Latinx/Hispanic communities, Family, and a Women’s Leadership Program, all of which increase opportunities for networking, learning and development, and access to senior leadership for these identity groups. ERGs are led by employee volunteers, overseen and mentored by executive sponsors and supported by their Global DEI and HR Programs team.
We are dedicated to increasing diversity across our workforce. Ziff Davis has doubled the referral bonus paid to employees when a recommended person of color is hired. Ziff Davis also earned a top score on the Human Rights Campaign Foundation’s annual Corporate Equality Index and was named one of the “Best Places to Work for LGBTQ+ Employees.” All employees participate in required training on both Diversity & Inclusion and Managing Bias, in addition to annual Anti-Harassment/Anti-Discrimination training and Code of Conduct Training.
360 Talent Avenue
We are a dedicated partner who genuinely cares about the success of our clients. Our unparalleled recruiting expertise and solutions-driven approach delivers lightning-fast results. We attract, engage, and hire qualified candidates through Recruitment Process Outsourcing, Specialized Search and Recruitment Consulting to help our clients get back to running their business.
360 was born to revolutionize the recruiting industry. We live authentically in our mission, vision and values, fueling the momentum that delivers unmatched results.
Connecting businesses with exceptional talent.
To be the trusted solution in talent acquisition, empowering businesses to succeed.
We are a committed, enthusiastic team of talent acquisition professionals who exemplify:
• Creativity - Our team’s unique perspectives and individualized experiences are what maintains our strong competitive advantage.
• Collaboration - Being a part of something bigger than ourselves is what energizes 360, enhancing our foundational strength and overall engagement. We believe that openly sharing and pushing boundaries reinforces our bond internally and with our clients. Together, we recruit better.
• Adaptability - On the road to success, we’re not afraid to brake, change lanes, or increase speed as the need arises. We’re fluid, adept at acclimating seamlessly, embracing new circumstances and nimbly adapting to any situation.
• Efficiency - As process surgeons, we quickly, skillfully identify opportunities to streamline and enhance procedures. Speed and precision are equally important, and we never cut corners on the path to a balanced solution.
• Effectiveness - We're the cleanup hitters. Reliable, on task and ready to knock it out of the park. We’re courageous in our delivery because we have the stats to prove our accomplishments. Getting the job done and done well is just part of who we are.
About our inclusive benefits:
Our company was founded in 2019 by Lacey Menchen. Since then, growth has been explosive and we have hired a diverse workforce. We offer healthcare, vision, dental, short and long-term disability as well as life insurance to all full-time employees. Additionally, we offer multiple paid holidays including Veteran's Day, Juneteenth and a floating holiday for employees to use as they wish. We promote work/life balance with a generous vacation policy and a 100% remote team. 360 Talent Avenue won the 2022 Comparably awards for "Best CEOs for Women," "Best CEOs for Diversity," "Best Company for Career Growth," and "Best Company for Work/Life Balance."